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Work with HR Partner Manager to coach and advise staff and managers on matters regarding conflict resolution, relationship building, and effective communication; Work with HR Partner Manager to develop strategic and operational plans to achieve results and ensure alignment with company goals and objectives through training and development initiatives.
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Consult with staff and managers regarding employee relations issues and work with HR Partner Manager to initiate action plans to address and resolve issues; Work with HR Partner Manager to assist with and advise managers on disciplinary action procedures, coaching, counseling, and documentation.
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Key Words: nonprofit, non-profit, mental health, mental health agency, behavioral health, health-care, Peer Support, youth advocate, family advocate, children advocate, peer partner, adolescent, advocate.
$21.63 - $24.13Full-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Kimley-Horn is looking for a Human Resources (HR) Partner to join our Charleston, South Carolina office on their HR team! Partner with leadership to oversee cultural integration initiatives, creating programs that promote an inclusive work environment conducive to integrating organizational cultures.
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The Family Peer Partner bring a unique combination of live experience, training, and expertise, as we as community support and resource knowledge to support family in the Wraparound Process. While this description is intended to accurately reflect the activities and requirements of the Wraparound Family Peer Partner position, management reserves the right to modify, add or remove duties as necessary.
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The HR Business Partner (HRBP) position is responsible for aligning HR objectives with employees and management in designated business units. Guides Payroll and HR Coordinator (Payroll Coordinator) in relation to human resource activities and needs within the unit, while Payroll and HR Coordinator (Payroll Coordinator) remains a direct report of Director of Finance and Administration, Fiscal Officer.
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As an appellate partner, you will be responsible for representing clients in appeals before state and federal appellate courts. We are currently seeking an experienced and highly skilled appellate attorney to join our client’s legal team.
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We are looking for a passionate Assurance Partner serving an evolving and exciting industry. Knowledge of regulatory compliance requirements (money transmitters, BSA, AML/KYC, finance lenders, Gramm-Leach-Bliley Act, NYDFS BitLicense, broker-dealers, Alternative Trading System (ATS), Futures Commission Merchants (FCM), and other CFTC/SEC regulations.
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The Partner Growth team is looking for a Business Development Manager to grow TWDC's DTC relationships with device, distribution, and promotional partners such as Roku, Samsung, Verizon, LG, etc.
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Proven consultative selling abilities, with a demonstrated ability to think creatively about partner needs, opportunities and potential solutions. Jobs for Humanity is collaborating with FIS Global to build an inclusive and just employment ecosystem.
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Compeer Financial is seeking collaborative, innovative and dynamic professionals to be a part of our Top Workplace culture!
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Experience: 9+ years of relevant experience in any combination of the following: Partner Marketing, Web3 Marketing, Consumer Finance or Payments Marketing, Growth Marketing, or Business Development and Partnerships.
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RK Cares Associate Hardship Program 24/7 Chaplaincy Services Responsibilities: What You'll Do The District HR Business Partner provides comprehensive human resources support throughout the entire associate lifecycle.
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Experience: 7+ years of relevant experience in any combination of the followin: Partner Marketing, Web3 Marketing, Consumer Finance or Payments Marketing, Growth Marketing, or Business Development and Partnerships.
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Operating PartnerOperating Partner at Cupbop: Join Our Energetic Team and Be Our PartnerAre you ready to make a sizzle in the world of Korean BBQ? Ownership benefits without the risk: Partner with us and enjoy the benefits of owning your own store without the financial capital risk.
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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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.