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ABOUT THE UNITED STATES NAVAL ACADEMY (USNA) ALUMNI ASSOCIATION AND FOUNDATION The United States Naval Academy Alumni Association and the United States Naval Academy Foundation are two independent, not-for-profit corporations sharing a single president and CEO and operating as a fully integrated organization in support of the Naval Academy and its mission.
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Colgate University: Assistant / Associate Director of Corporate, Foundation And Government Relations
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3-5 years in related fundraising/grant-writing/grant-management work in an academic or not-for-profit organization, with emphasis on writing proposals and on developing and managing complex budgets.
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Collaborating with the System Department, Fidelity Retail Investment Service, Product/Project Managers and Administration and Government Affairs to determine development goals, market trends for commissions, prioritize commission enhancements, and review any legal ramifications of these new developments.
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The Foundation is a not-for profit dedicated to supporting the lives of our nation's active-duty soldiers, veterans, and their families. Essential Duties and Responsibilities: providing legal advice on and negotiating a variety of business agreements preparing company responses to government claims, audits and investigations advising on and managing bid protests and litigation preparing government contract requests for equitable adjustment and claims conducting internal investigations support FAR Group's compliance program by preparing and conducting training on various government contracts topics Remote work possible.
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Minimum 8-10 years health insurance or managed care sales and account management experience in medium/large insurance or managed care not-for-profit/for-profit organization.
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Trinity Health is one of the largest not-for-profit, Catholic healthcare systems in the nation. Serves as a member of the billing and follow-up team assigned to a PBS location responsible for billing and follow-up of government and non-government accounts.
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Five or more years of broad management experience within a multi-site membership and/or program operation, preferably in the YMCA or not-for-profit sector. Supervises Compliance Director and helps develop policies and procedures to keep Association in compliance with any regulations relating to funding received from government organizations.
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Established as a private, not-for-profit organization in 1961, LMI is a trusted third party to federal civilian and defense agencies, free of commercial and political bias. LMI is a consultancy dedicated to improving the business of government, drawing from deep expertise in advanced analytics, digital services, logistics, and management advisory services.
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Nava is at the forefront of reimagining how our government serves its people, and we’re looking for a Program Director to lead the delivery and client engagement efforts on a portfolio of strategic contracts.
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Prepare Form 990 and related tax forms for non-profit clients Timeless and effective communication to ensure client happiness Requirements Audit and accounting experience from a CPA firm Bachelors Degree in Accounting, Finance or related field Active CPA preferred but not required Powered by JazzHR.
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An independent and not-for-profit system since 1924, Children's Minnesota is one system serving kids throughout the Upper Midwest at two free-standing hospitals, nine primary care clinics, multiple specialty clinics and seven rehabilitation sites.
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Ensure that TEAM Members assigned are ALWAYS in full compliance with ABM policies and procedures to include, but not limited to wearing the proper uniform, properly displaying ABM ID Badge while on duty, using Personal Protection Equipment (PPE) and that TEAM Members are in full compliance with all federal state local government regulations and clients' directives, and take swift corrective action when informed of any instance of 'non-compliance.
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Actively monitor and control supplies, equipment, and personnel resources necessary to ensure that customer specifications, contract requirements and ABM standards are met, while making sure that 'intended profit margin' are met, watching that all spending, including the use of the ABM Credit Card for purchases, is necessary, justified and authorized by the District or Regional Directors.
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Establish and maintain not-for-profit and for-profit national, regional, and local community partnerships that enable achievement of local market goals- Effectively manage Aetna relationships with local market and segment leaders- Cultivate and maintain key business relationships with leadership across the Enterprise to collaborate on community related opportunities that help advance local market and business unit goals.
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Sells Training Services products and services to corporate, government and/or not for profit customers. Reporting to the Sales Director, the Sales Representative V is responsible for sales and revenue growth from mid-sized and large accounts within assigned territory.
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not for profit government jobs
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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).