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Outreach to potential internship providers, workforce development providers, and employers to identify and secure full, part time and summer internship and employment opportunities. Recruit and invite participants to engage and/or participate in special events (i.e. agency field trips, annual youth celebrations, academic acknowledgements, and SYEP.
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Demonstrates on-going commitment to preparing young people for the workforce by modeling, mentoring, and monitoring excellence in the eight Career Success Standards of: workplace relations and ethics; information management; communications; multicultural awareness; personal growth and development; career and personal planning; interpersonal skills and independent living.
$42,000 - $45,000 a yearFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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This position represents the North American field safety team and supports the development, implementation, and reinforcement of initiatives, rules, and regulations for the mobile workforce in close partnership with field operations business unit leaders.
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Bachelors Degree in Mechanical Engineering or Construction Management, 2 years experience in related field. At Southland we aspire to build a workforce that's as diverse as the people who occupy the buildings we design, build and maintain.
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Bachelors Degree in Mechanical Engineering or Construction Management, 1-3 years experience in related field. This position requires the development of skills in estimating, scheduling and design to better understand the coordination of the design-build construction process.
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Requisition Number: 2023-119 Posting Start Date: 6/15/2023 City: Baltimore State: MD Minimum Education: High School/GED Additional Documentation: OPTIONAL Compensation: Commensurate with Experience Diesel Mechanic InstructorDescription/Job Summary Workforce Development Automotive Instructors are highly knowledgeable in their field and are, in many cases, currently practicing in their field.
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Bachelor's degree in Human Resources, Instructional Design, Psychology, or similar field OR certification as a Talent Development Specialist from a relevant and widely-recognized credentialing body.
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Excellent understanding of Field service business - Workforce Management, Asset Service Management, Warranty & Service Contract Management. Strong SFDC Development Experience on both Classic(Apex, Visual Force, SOQL, SOSL) and Lightning(Aura) required.
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Doctorate degree in public health or population health related field with preference for a background in epidemiology or biostatistics. The remainder will be for service (30%), including serving as the Master of Public Health (MPH) Program Director focused on curriculum development, assessment and accreditation.
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We support the design, development, test, troubleshooting, and maintenance of the controls within the system, offering the controls engineer experience in everything from conceptual design to lab testing and field trial support.
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9 years relevant experience with Bachelors in related field; 7 years relevant experience with Masters in related field; 4 years relevant experience with PhD or Juris Doctorate in related field; or High School Diploma or equivalent and 13 years relevant experience.
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Human Resources LeadershipDirect the development and monitoring of an effective Divisional staffing and retention strategy, including hiring and terminating employees, workforce planning, succession planning.
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Harper offers associate degree and certification programs, advanced career programs, workforce training, professional development, continuing education classes, accelerated degree options for adults and developmental education programs.
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The Director of Operations must supervise the overall activities and operations of CSC in general to include workforce and development, He or she will also coordinate assigned activities with other divisions, departments, non-profit and for-profit organizations and Government agencies.
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Founded in 1998 on the idea that industry leaders needed a professional service, and workforce management expert, to fuel the development and execution of core business and technology strategies, BCforward is a Black-owned firm providing unique solutions supporting value capture and digital product delivery needs for organizations around the world.
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The summer had economists from around the globe embroiled in a debate about a possible recession coming in the next few years (or months). As of October 2022, the U.S. Labor Department data put the current inflation rate at 7.7%. The recent layoffs in the tech industry are just the first of what is soon to be a string of cutbacks by companies looking to save costs. For recruiters, this means freezes in hiring and fewer openings. It will also include the uphill task of finding the best candidates for them from the coming influx of recently laid-off job seekers. Now is probably a good time to brace for tough times in the next few years in the talent acquisition industry. To survive and thrive recruiting in a recession, here are some hard truths you will need to accept.
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Collaborative Recruiting: The Key to a Better Talent Acquisition Strategy
Talent acquisition is a multi-stage process where candidates undergo various application steps before getting hired. The unfortunate reality is that it is a labor-intense system, with the hiring manager and recruiter often handling all of the work on their own. Ask any one of them, and you will hear about the overabundance of applications and the demanding task of filtering through them to find the best candidates. The quality of talent suffers under the weight of all that work on one person's hands. It's not easy, but as many companies are starting to realize, there is a better way. The future of talent acquisition lies in collaborative recruiting!