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Knowledge of database structures for data extraction from Enterprise Resource Planning (ERP) platforms; advanced Excel skills needed. We are seeking an Manager of Time Charging Compliance, reporting directly the Chief Financial Officer.
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The Team:The Gloo Donor Team develops systems, processes, resource development and execution for key ministry clients as a service to their ministry under the leadership of Gloo’s Chief Innovation Officer.
$125,000 - $160,000 a yearFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Creditable specialized experience may have been gained in work on a police force; through service as a military police officer; in work providing visitor protection and law enforcement in parks, forests, or other natural resource or recreational environments; in performing criminal investigative duties; or in other work that provided the required knowledge and skills.
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As a clinical leader for the Interventional Radiology program, the PA is involved in process improvement projects and is an educational resource for patients, families, and staff. Must demonstrate commitment and adherence to STHS's Compliance Program and Code of Conduct through compliance with all policies and procedures, the Code of Conduct, attendance at required training and immediately reporting suspected compliance issue(s) to the Compliance Officer.
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The employee will comply with all requirements of the BSA and cooperate with the designated BSA Officer in assuring compliance. The Lending Systems Analyst is the technical resource that will provide expertise to the Credit Union in the areas of all Lending technology platforms, core integration, and data analytics.
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The Clinical Case Manager's primary responsibility is to facilitate patient care across the continuum of an assigned number of cases by managing, coordinating, facilitating and monitoring resources to achieve optimal clinical outcomes, utilization of services and financial goals.
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The is a full-service public safety agency that provides several special program areas including Emergency Management, Crime Prevention, DARE, School Resource Officer, K-9s, Traffic Enforcement, Commercial Vehicle Enforcement, General Investigation, Crime Scene Investigation, Special Investigation (vice & narcotics), and the Special Weapons and Tactics Team (SWAT.
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Reporting directly to the Chief DEI Officer, this person will work closely with our Marketing, Corporate Comms, Public Relations, Associate Resource Groups (ARGs) and DEI Council members to document and elevate our impact.
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Axiomtechnologies.com We are looking for a capable resource to coordinate ranging from simple activities to more complex plans. This role will provide onsite/ on-call assistance to end-users within the organisation’s desktop computing environment in a timely and accurate fashion to ensure optimal service delivery.
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JOB SUMMARY:Reporting to the Chief Human Resource Officer, this role is responsible for establishing and delivering strategies designed to positively influence culture and to ultimately retain talent.
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Act as corporate Radiation Safety Officer (RSO), ensuring compliance with Nuclear Regulatory Commission (NRC) and State Radioactive Materials programs regulations. Ensure compliance with the Resource Conservation and Recovery Act (RCRA) and Department of Transportation (DOT) regulations pertaining to hazardous waste.
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Serving as a point of contact for the Contracting Officer (CO), the Contracting Officer’s Representative (COR), the Government Program Manager, and senior management. Demonstrated experience in conducting requirements analysis, resource allocation, project costing, deliverable tracking, financial data monitoring, and reporting.
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Become a part of our many Business Resource Groups, employees who come together on topics such as ethnicity, gender, age, accessibility, special interests and more Help the community through expansive volunteer opportunities Final Job Grade and Officer title will be determined at time of offer and may differ from this posting.
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Healthworks Safety, LLC is looking for a Site Safety & Health Officer/SSHO located in Montgomery, AL (Maxwell AFB) to join our growing team. This resource will also need United State Army Corp of Engineers (USACE) experience, crane and rigging knowledge, and experience with concrete and potential silica exposure.
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If you believe you have experienced unlawful discrimination, please contact: Equity Compliance Officer, Fhanysha C. Gaddis, (916) 971-7110, LegalServices@sanjuan.edu; Title IX Coordinator, Katie Fabel, (916) 971-7110, TitleIX@sanjuan.edu; Section 504 Coordinator, Dominic Covello, (916) 971-7220, dcovello@sanjuan.edu; ADA/Title II Coordinator, Michelle Fischer, (916) 971-7036, michelle.fischer@sanjuan.edu; 504 Coordinator, Sandra Butorac, (916) 971-7004, sbutorac@sanjuan.edu.
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FEATURED BLOG POSTS
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.