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Creating and implementing innovative workshops for students, faculty, and parents on social-emotional skills, mindfulness, conflict resolution skills, nonviolent communication, creative expression, therapeutic uses of the arts, restorative justice, and other related topics.
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Prior knowledge and training in Critical Time Intervention (CTI), harm reduction, Housing First, Trauma Informed Care, motivational interviewing and conflict resolution is preferred. Provide services as needed, eg., court appointments, landlord/tenant conflict resolution, etc.
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Prior knowledge and training in Critical Time Intervention (CTI), harm reduction, Housing First, Trauma Informed Care, motivational interviewing, conflict resolution and medication is preferred.
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Mustpossess conflict resolution skills and demonstrated team leadership experience. Performs work which includes complex features such as resolution or conflicting design requirements, unsuitability of standard materials and difficult coordination requirements.
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Employment Law, career counseling, conflict resolution, alternative dispute resolution, organizational development, talent analytics, recruiting. Work with staff to research situations regarding conflict of interest situations concerning research and collaborative endeavors with private industry, conflicts concerning prior employment ties to academic institutions and private entities, and the disposal of financial holdings.
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Prefer experience in crisis intervention and conflict resolution skills. Must possess a current valid and unrestricted license or associate license in the state of Kentucky: Acceptable licenses are: LPCC, LCSW, LPCA, LPCC, CADC, CSW and LCADC.
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Keep a daily and constant communication and conflict resolution between internal departments (clinical, medical, education, security, youth care) and external stakeholders (consulates, CFS, FFS, GDIT, FIRRP.
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Assist Asset Resolution in-house counsel with monitoring and managing commercial litigation/bankruptcy/foreclosure activities, functions and deadlines. Liaise with Asset Resolution in-house counsel and outside attorneys, collection agencies and other vendors that support the loss mitigation effort.
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Prepare case specific legal analysis and reporting for Asset Resolution in-house counsel. Monitor and report on all legal matters and litigation related to non-performing real estate collateralized commercial loan portfolio, including REO, toward most effective and efficient resolution.
$80,000 - $100,000 a yearFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Submits to Corporate any disciplinary recommendations that create a need for employee/employer conflict resolution. As a company with two decades of experience, our clients include the Department of Homeland Security, Federal Protective Services (DHS/FPS); Department of Defense, Pentagon Force Protection Agency (DoD/PFPA), Department of the Army and Department of State, Bureau of Diplomatic Security (DoS/DS) National Aeronautics and Space Administration (NASA), Environmental Protection Agency (EPA) and Department of Energy (DOE.
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Facilitates small group discussions on life skills, peer mediation, conflict resolution, etc. The employer of record for this position is Eckerd Youth Alternatives, Inc. DBA Eckerd Connects which assigns employees to Odle Management Group, LLC.
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Skills : Writing/Editing , Leadership , Environment , Conflict Resolution , Team Work , Community Organization , Communications , First Aid , Disaster Services , Public Speaking , Computers/Technology , General Skills.
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Community development is important in the position and the Housing Manager should have a strong desire to provide support to the student body and to help make our international students feel at home here on campus and in New York. Diplomacy, patience, flexibility and strong conflict resolution skills are essential when working with international students from all over the world and of varying English abilities.
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Facilitates weekly substance abuse groups including harm reduction, relapse prevention conflict resolution, etc. Bachelors Degree in social work or related field with NYS CASAC or CASAC-T certification, or NYS CASAC with two (2) years experience in the substance abuse field required.
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Learn about and participate in the development of restorative justice circles/conflict resolution/conflict resilience and feedback systems. Oversee and administer all day-to-day human resource functions including payroll, benefits, time and attendance, maintenance of personnel files, compensation analysis, leave of absence, staff development and wellness, conflict management, performance reviews, terminations, adherence to federal, state and city employment laws and regulations.
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conflict resolution jobs Company: Boys Girls Club Of Greater New Bedford
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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?
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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.
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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.
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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.