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The U. S. Department of Homeland Security, Federal Emergency Management Agency (DHS/FEMA) Personnel Security Division requires all disaster personnel to be U.S. citizens and be able to successfully pass a background investigation.
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Our Global Government division, headquartered in Washington, DC, deploys cutting-edge technical expertise for federal agencies such as the Department of Homeland Security (DHS), Federal Emergency Management Agency (FEMA), the United States Coast Guard (USCG), and the Department of Transportation (DoT.
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Responsibilities Evaluates, develops, maintains and revises comprehensive emergency management plans, in areas such as, but not limited to, all hazards mitigation, preparedness, disaster response, debris management, volunteer recruitment, recovery response, and homeland security.
$27.69 an hourExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Major Programs Typically Considered: Criminal Justice, Emergency Management, Homeland Security, or similar area of study. Emergency Management, Homeland Security, or similar area of study.
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PREFERRED QUALIFICATIONS: Graduation from an accredited college or university in emergency management, homeland security, criminal justice, public health or directly related field of study.
$5,501.21 a monthExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Witt O'Brien's is always looking for the most qualified and experienced professionals with a passion for public safety, emergency management, homeland security, disaster response, and continuity of operations.
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Develop and negotiate contracts with other jurisdictions and private sector partners on regional homeland security and emergency preparedness initiatives. The office oversees the City's public safety agencies, including the Los Angeles Police Department, Fire Department, Emergency Management Department, as well as the law enforcement agencies at the Port of LA and Los Angeles World Airports.
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Serves as a liaison with the Indiana Department of Homeland Security for emergency management-related matters. The Emergency Preparedness and Business Continuity Director is the subject matter expert for both emergency management and business continuity.
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Working with the Department of Defense, Department of Homeland Security, the Intelligence Community, state and local governments, and commercial clients, Kenjya-Trusant provides cyber protection, information technology, engineering, construction management and acquisition support services.
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AECOM is looking to fill multiple Construction Cost Estimating Specialists positions to support a contract with the Federal Emergency Management Agency (FEMA) Public Assistance (PA) Program supporting FEMA's four Consolidated Resource Centers (CRC.
$28 - $40 an hourFull-timeRemoteExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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Masters degree in emergency management, Homeland Security, Business, or related field. Bachelor's Degree: Emergency Management, Homeland Security, Business, or related Discipline.
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MELE’s services include national security, intelligence, law enforcement and emergency response training, IT/cybersecurity, facility management and engineering, CBRNE defense and nuclear security, and mission and program support.
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Ability to interact with NYS Division of Homeland Security and Emergency Services (DHSES) and other grant oversight committee members. js, Excel Macros, Document Management Software, Active Directory, User identity Management setup in MS Office though MFA, Data Analysis and research through Excel and SQL Systems online.
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There are a variety of Security System Operations and Maintenance opportunities across the Department, including supporting several specialized programs at the DHS Office of Strategy, Policy, and Plans (PLCY ), the Cybersecurity and Infrastructure Security Agency (CISA) , DHS Office of the Chief Information Officer (OCIO) , and the Federal Emergency Management Agency (FEMA.
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The company offers technical, engineering, and programmatic support expertise to a host of U.S. federal and international agencies, including, but not limited to, the Department of Energy, the Department of Defense, the Department of Homeland Security, the Department of Justice, INTERPOL, and the International Atomic Energy Agency.
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
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.