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If you're passionate about growing talent and inspiring positive and engaging leadership, then you could be our next Head of Talent Development. Reporting to the VP, Human Resources, this unique senior leadership role has the full responsibility of the Cytokinetics Talent Development four pillars: Organization Development, Learning & Development, Talent Planning, and Talent Development Operations.
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Their innovative solutions will achieve faster, more reliable, and affordable satellite communications and as Head of Antenna Engineering you will play a key role in their journey. AdAstra Talent Acquisition is a boutique firm which partners with elite NewSpace and Clean Tech startups to headhunt for their most critical technical roles.
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Update and maintain the HR Calendar in partnership with the Head of Talent, CHRO, and Business Partners. Support the Head of Talent, CHRO, HR Business Partners, and business leaders on the talent review and succession planning processes to focus on both identifying high potentials/high professionals and planning targeted development plans for key talent.
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To support the region’s schools, the ED builds and manages KIPP KC’s Regional Office team and direct reports, including: Head of Schools, Head of Talent, Managing Director of Finance and Reporting, and Managing Director of School Operations.
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Outside of the Platform, the Head will work with leaders from Biostatistics & Data Management, Global Regulatory Affairs, Clinical Pharmacology / Pharmacometrics, HEOR, Legal/Compliance, and others to achieve research and business objectives.
$262,100 - $436,800 a yearFull-timeExpandApply NowActive JobUpdated 1 days ago - UpvoteDownvoteShare Job
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VP, Head of RWE Science & Epidemiology. Holds their team accountable for management & development of a diverse talent pipeline. To do so, the head develops KPIs and success metrics with each of their category-aligned teams and other Platform colleagues.
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The Head will be responsible for understanding and translating RWE Strategies developed by RWE Strategy Leads with cross-functional teams into actionable project plans and ensuring high quality and timely delivery of compliant RWE and insights.
$218Full-timeExpandApply NowActive JobUpdated 0 days ago - UpvoteDownvoteShare Job
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The Platform fully centralizes RWE, epidemiology, outcomes research, RW-relevant health informatics, and biostatistics talent from global, international developed market (IDM) and emerging markets (EM) into one team to drive efficiency through internalized work.
$262,100 - $436,800 a yearFull-timeExpandApply NowActive JobUpdated 1 days ago - UpvoteDownvoteShare Job
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Responsible for esports rosters, in-game names, and accounts used as well as evaluation of game needs, program capacity, and talent pool. The Head Esports Coach provides oversight, supervisions, administration, marketing, and for the developing student-athletes and league programs for the.
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Reporting to the Head of Talent and Organizational Development, the incumbent will be a critical member of the HR team with responsibility for CLS's learning and development programs and supporting CLS's talent management agenda.
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The Head of School Position We are looking for a leader who shares our passion for the Montessori method and has the talent and perseverance required to quickly grow enrollment, attract and retain great staff, build a strong parent community, and ensure the educational experience for each child in everyclassroom is of the highest standard.
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Any third-party recruiting agreements for Legence and its affiliate companies may only be executed by Legence Holdings LLCs CHRO or Director of Talent Acquisition, without exception. By the end of the program co-ops will have gained the experience to get a head start in the Energy Service Company (ESCO) industry and will have the potential to become a part of the fastest growing ESCO in the country.
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We provide child development and early education, workforce development opportunities, child care financial assistance, Head Start preschool and Early Head Start services and more for close to 50,000 parents, children, and child care providers each month in Northern Los Angeles County, including Antelope Valley, and the entirety of San Bernardino County, including an office in Victorville, serving a total geographic area of 22,500 square miles.
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They have leveraged the talent of the smartest and brightest computer scientists who are actively researching and advancing their global HPC Research Clusters, we are now looking for someone to take ownership of their research and development team to optimise their next generation HPC for algorithmic trading.
$500,000 - $750,000 a yearFull-timeExpandApply NowActive JobUpdated 1 days ago - UpvoteDownvoteShare Job
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The qualified candidate will report to the Head of Clinical Data Science and is expected to have the following responsibilities:· Perform integrative analyses of multi-omics data from clinical trials and research cohorts, including genomics, transcriptomics, proteomics, and imaging, to identify biomarkers related to treatment mechanism and response, and potential therapeutic targets.
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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.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.