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In collaboration with the Associate Dean for Cancer Clinical Research and the Administrative Director of the Cancer Institute Clinical Trials Office, the Workforce Development Educator and Trainer supports the growth and development of the Penn State Clinical Trials Office (CTO) by achieving strategic objectives including overseeing multiple project activities related to training and education of clinical research staff and investigators.
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Bachelor's degree from a four-year college or university in Economics, Planning, Public Administration, Political Science, Business Administration, or related field. Conduct citizen, business, employee, and governmental surveys on pertinent issues.
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The Workforce Management Real-time Analyst (WFM RTA) is responsible for effectively managing call volume routing, representative statuses, making real time staffing and routing adjustments to meet volume requirements, adherence metrics that meets or exceeds key performance indicators for service level and first call resolution on each program.
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This evaluation is based solely on the information contained in the application/resume submitted for this specific position/IRC. Montgomery County Government is an equal opportunity employer, committed to workforce diversity.
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This position incorporates a broad generalist background in human resource management skills and expertise in strategic client partnership, including employee and labor relations, talent development, performance management, workforce development, culture design and change management, diversity and inclusion, conflict resolution, organizational change and restructuring, budgeting, compensation, and recruitment.
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Graduation from an accredited college or university with a Master's degree in rehabilitation counseling, counseling and guidance, school counseling, mental health counseling, social work, psychology, education, business administration, management, finance, accounting, marketing, or a closely-related field.
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Responds to Texas Workforce Commission (TWC) unemployment claims. Professional in Human Resources (PHR) certification or The Society for Human Resources Management - Certified Professional (SHRM-CP.
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Provides day-to-day leadership and management of CTE and workforce development programs, courses, and functions, ensuring programs are relevant with current and future directions of business and industry.
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The Consumer and Investment Management Division includes Goldman Sachs Asset Management (GSAM), Private Wealth Management (PWM) and our Consumer business (Marcus by Goldman Sachs.
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ARBORMETRICS specializes in combining the power and expertise of our people, software, and hardware into mobile workforce solutions that streamline your vegetation management program. Assist in the management of contractors during storm restoration operations.
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Ayco, a Goldman Sachs Company partners with Fortune 1000 companies to design and implement tailored financial planning programs for their workforce—leveraging the 50-year heritage of Ayco and the comprehensive resources of Goldman Sachs to meet the evolving needs of their employees.
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The senior staff consists of the Fire Chief, a Deputy Fire Chief, three Shift Battalion Chiefs, one Staff Battalion Chiefs (Training/Safety), an Administrative Secretary, an EMS Coordinator, and a Management Analyst.
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Experience with the Risk Management Framework (RMF) Assessment and Authorization (A&A) process, associated artifacts and their requirements (e.g., SSP, SCTM, Security CONOPs, SOPs) to obtain and maintain ATOs/ATCs/IATTs/ISA etc.
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Support and troubleshoot contact center technologies which include Call Recording/Transcription Applications, Inbound / Outbound Routing Strategies, IVR, Workforce Management, SIP, BYOC, CTI Integration, WebRTC, Softphones, Genesys Web Browser Extension, Analytics, and Reporting.
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Month-End Closing: Work with Business Office accountants to record and report Workforce Development revenue for month-end closing. The Hudson County Workforce Leadership Academy was funded through a combination of public and private donors that included JPMorgan Chase, The Harry and Jeanette Weinberg Foundation, The W.K. Kellogg Foundation, the County of Hudson, the LeFrak Family, and Mack-Cali.
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workforce management jobs Title: workforce management analyst business operations
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A Potential TikTok Ban?!
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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.