- UpvoteDownvoteShare Job
- Suggest Revision
The AVP-HR oversees a team of six, including an Assistant Director of HR, Director of Title IX and Equal Opportunity, Learning and Development Manager, Coordinator of Benefits, Leave, and Wellness, Human Resource Generalist, and a Personnel Analyst.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Address employee relation issues and issues of performance deficiencies, misconduct, and policy violations as appropriate by conducting investigations, preparing reports with findings and consulting with management, legal counsel, and/or Director of Human Resources when needed.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
A bachelor’s degree in human resources or a related field is preferred. As a member of the Senior Leadership Team (SLT) and Executive Management Team (EMT), the CHRO is responsible for developing and executing the human resource strategy in support of the overall business plan and strategic direction of the Agency, specifically in the areas of employee relations, talent management, organizational and performance management, training and professional development, succession planning, compensation, benefits, and DEI initiatives and engagement strategies.
ExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
This position is accountable for supporting all activities of the Human Resources Department for various facilities within OxyChem including: planning, staffing, salary administration, employee relations, communications, benefits administration, employee training & development programs, personnel administration, community/public relations, performance management, and medical.
ExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
The Rancho Santiago Community College District (RSCCD) seeks a dynamic and creative human resources strategist for the role of Vice Chancellor and Chief Human Resources Officer (VC/CHRO.
ExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
Counsels with and advises department heads and other City officials in the interpretation and application of the City's personnel rules and regulations and the resolution of human resources problems and issues.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Provide assistance to foster teamwork and communication between the research units, CSW HR and key University offices regarding HR related matters including the Office of Human Resources, Academic Personnel, and the EEO/ADA office, and University Payroll office.
Full-timeExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Coordinates the benefits open enrollment process for all staff, working with Talent Acquisition Specialist, Training and Organizational Development Manager, and Deputy Director of Human Resources.
$65,000 - $70,000 a yearFull-timeExpandApply NowActive JobUpdated 14 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health, benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and labor relations.
ExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
Certification from the Society for Human Resource Management (SHRM), Florida Public Human Resources Association and/or Florida Public Employer Labor Relations Association preferred.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Assists the Chief Human Resources Officer as needed in areas related to training and career development; human relations; EEO; employee health screening; leave management; employment processing and drug testing.
Full-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
The Director of Human Resources is responsible for staffing qualified personnel; ensuring employment statute compliance; overseeing all aspects of wage, benefit, worker’s compensation unemployment; training program direction, implementation and administration; and employee relations coaching, counseling and discipline.
Full-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Strong knowledge of EEO, ADA, FMLA, FAMLI, ERISA, ACA, HIPAA, COBRA, workers compensation and other federal, state, and local employment laws and regulations required. Consults with legal counsel as appropriate or as directed by the President/CEO, on personnel matters.
ExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
- Suggest Revision
Coordinates and monitors Title IX and EEO efforts of other delegates and University offices that receive and/or investigate complaints, including but not limited to Human Resources, Student Affairs, Campus Safety, and Athletics.
$65,000 - $70,000 a yearFull-timeExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Administers various human resource plans and procedures for all agency personnel; assists in the development and implementation of Human Resources policies and procedures; prepares and maintains employee handbook.
$55,125 - $83,879 a yearFull-timeExpandApply NowActive JobUpdated 8 days ago
eeo personnel human resources jobs
FEATURED BLOG POSTS
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.