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The Director, RBC IT Audit leads audit plan management and execution, strategic initiatives, and resource management in relation to internal audit operations across within RBC US. Key audit areas this role will cover can potentially include, IT Risk Management, Data Risk, Cybersecurity, supporting IT Functional coverage (such as AML or Regulatory Reporting.
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Our Servicing experts service all Fannie Mae, Freddie Mac, and FHA Finance loans originated by Walker & Dunlop as well as certain life insurance company, bank, and CMBS loans.
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Together, we are a global leader in Diversity, Equity, and Inclusion (DEI) in emergency management and climate resilience, providing client support through assessments, strategy, data science, education, planning, training, exercises, econometrics, coaching, trauma-centered community engagement, equity audits, capacity building, and effective implementation.
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West Virginia University Division of Diversity, Equity, and Inclusion is currently accepting applications for a Prevention Specialist. Additionally, this position will be responsible for working closely with Athletics, Greek Life and supervising the delivery of sexual assault prevention, sexual health, and alcohol education programs to students.
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With a robust benefits package, collaborative atmosphere, commitment to diversity, equity and inclusion , and focus on work-life balance, CSU is where you can thrive, grow, and make a lasting impact.
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Work closely with internal groups such as Human Resources, Enterprise Risk Management, Internal Audit, Privacy, Legal, and Compliance on matters of policy and risk managementDevelop and improve KPIs, metrics, and trending.
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A lot of people in your life including immediate relatives and in-laws as well as others considered to be members of your household living under the same roof) WVU offers a range of health insurance and other benefits (this position is a benefits-eligible non-classified staff position) 401(a) retirement savings with 6% employee contribution match, eligibility to continue health insurance, and other retiree perks.
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Advanced degree or professional certifications with an emphasis on IT, IS, and internal audit (e.g., CISA, CISSP, CIA, CCSP, CRISC, CISM), as well as an examiner commission, or actively working towards a commission, are a plus.
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Under the direction of the Vice President of Internal Audit, the Financial Compliance Auditor is accountable for visiting these locations during events to verify that certain key processes and controls are operating effectively.
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The Deputy Chief Diversity Officer/ Deputy Title IX Coordinator will work closely with and report to the Associate Dean-CC (Community Services & Corporate Education)/Chief Diversity and Inclusion Officer (CDO) to implement best practices related to diversity, equity, inclusion, and belonging (DEIB.
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The next President and General Manager will start from a highly advantageous position, inheriting a financially stable budget, a high-functioning and deeply experienced executive staff, a passionate base of donors and patrons, a demonstrated commitment to diversity, racial equity, inclusion, and belonging, and vibrant support from the University of Washington and the Pacific Northwest community.
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T. Rowe Price is an equal opportunity employer and values diversity of thought, gender, and race. Responsibilities:Support Technology Audit Senior Manager and Technology Audit Team with the following:Process Documentation and Key Controls:oDocument current processes and identify key controls.
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Demonstrated leadership and practical understanding of racial justice, gender justice, equity, diversity, and inclusion principles. The DPC will oversee talent acquisition, employee development, conflict resolution, Racial Justice, Equity, and Inclusion (RJEI) initiatives, and cultural programs to support our staff.
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Job Summary As a member of the Internal Audit Department, the Senior Internal Auditor assists in an independent, objective, assurance and advisory activity designed to add value to governance and improve operations.
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Developing and maintaining enterprise-wide policies, procedures, standards and training for SOX Compliance, Broker-Dealer 17a-5 Compliance, Internal Control requirements for US Federal Reserve Bank filing for Capital & Stress Testing (FR Y-14 A/Q/M reports) in support of CFO Attestation, and ESG reporting.
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FEATURED BLOG POSTS
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).