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Under the direction of the Chief Information Security Officer (CISO) or designee, serves as a technical expert to assist in the administration of Information Technology (IT) security and privacy services across the County's network.
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The Deputy Chief Information Security Officer (DCISO) supports the Chief Information Security Officer (CISO) in establishing and maintaining the enterprise vision, strategy, and program to ensure information assets and technologies are protected.
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Develop expertise on the Capital One threat landscape using internal data, threat trends, and operational metrics to clearly communicate the Capital One threat landscape to senior executives, to include the Chief Information Security Officer and Chief Information Officer.
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The Boards of Control elect the Secretary-Treasurer who serves as the Chief Executive Officer of the RSA and is responsible for the day-to-day management of the RSA. The TRS is a defined benefit plan qualified under Section 401(a) of the Internal Revenue Code. For more information visit The Retirement Systems of Alabama.
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Leverage Security Orchestration, Automation, and Response (SOAR) or Security Information and Event Management (SIEM) tools to identify threat patterns, enrich investigations, and build automation-supported workflows.
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Job Summary:We are seeking a highly skilled and experienced Information Systems Security Officer to join our team. The Information Systems Security Officer will be responsible for developing, implementing, and managing our organization's overall information systems security strategy.
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Leidos Dynetics currently has an opening for an Information Systems Security Officer (ISSO) supporting our customer on Redstone Arsenal in Huntsville, AL. This is an exciting opportunity to use your experience supporting the U.S. Army applying the RMF process within the rapid acquisition lifecycle.
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The Chief Information Security Officer (CISO) is a business/technology director who will be responsible for providing leadership in a comprehensive Information Security and Data Privacy program and ensuring compliance.
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Stlouis-mo-gov/) Additional information concerning the Police Officer (Trainee) process can be found on the Police Division's web site at. Visit the City web site at Additional information concerning the Police Officer (Trainee) process can be found on the Police Division's web site at.
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Mid-Level Information Security Officer/Engineer KBR is seeking a Mid-Level ISSE/ISSM to join our team in Kihei, HI to provide advice and assistance to the Government regarding secure configuration and operation of the client’s IT assets.
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Certification Authorization Professional (CAP), CompTIA Advanced Security Practitioner (CASP) Continuing Education (CE) or Certified Information Security Manager (CISM) certs are desired. Five years of experience as an ISSO supporting Department of Defense (DoD) Information Systems (IS.
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Advise the Information System Owner (ISO), Information Data Owner (IDO), Program Security Officer (PSO), and the Delegated and/or Authorizing Official (DAO/AO) on any assessment and authorization issues.
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Work closely with the Chief Information Security Officer/Chief Privacy Officer on HIPAA, FERPA and other privacy and information security matters. Provide advice and counsel to the Provost, Deans and Chief Student Affairs Officer with respect to contested student academic and disciplinary proceedings and appeals.
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Collaborate with the Facility Security Officer (FSO) to develop and implement a robust IS security education, training, and awareness program. We are currently seeking an experienced Information System Security Manager (ISSM) to ensure the security and integrity of our classified information systems.
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May be assigned to special School Resource Officer or Traffic division work. Operates a two-way radio to receive instructions and information from or to report information to police headquarters.
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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.
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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.
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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.