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An HVAC or EPA Certified Apartment Maintenance Technician to resolve work orders, complete preventative maintenance, and to support the day to day onsite operations under the direction of our Lead Maintenance Technician and Community Manager.
$21 - $22 an hourExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Requirements for the Commercial HVAC/Refrigeration Technician: Minimum 4 years of Commercial HVAC experience EPA certification is required. A Commercial HVAC/Refrigeration Technician is responsible for installing, maintaining, and repairing heating, ventilation, air conditioning (HVAC), and refrigeration systems in commercial and industrial settings.
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Or a Tech Builder program graduateStrong customer service and interpersonal communication skillsEPA Universal or Type II EPA certificationKnowledgeable and skilled in the safe use and maintenance of required toolsHigh School Diploma or GEDBasic computer skillsAbility to speak, read, and write fluently in the English languagePreferred Qualifications:Additional years of experience with residential HVAC maintenance or service repairs, including heat pumps, gas furnaces, air conditioning units, etc.
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Responsible for teaching students to develop skills in safety, solving Commercial HVAC mathematical problems, OSHA regulations, Commercial HVAC career and industry information, reading mechanical/technical drawings, electrical theory/troubleshooting, piping and tubing, heat theory and refrigeration cycle, servicing and maintaining refrigeration systems, motors and motor controls, cooling and heating systems, sizing and installing duct systems and EPA regulations.
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Must be certified and maintain certifications as an ICC Property Maintenance and Housing Inspector, EPA Asbestos in Buildings: Inspection and Assessment, and Lead Inspector: EPA. Must be certified and maintain certifications as an ICC Property Maintenance and Housing Inspector, EPA Asbestos in Buildings: Inspection and Assessment, and Lead Inspector: EPA.
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Air, surface, and water sampling according to EPA, OSHA, NIOSH, and industry analytical methods. Certification with any of the following: (Lead, mold, CHMM, 40 Hour HAZWOPER, 10/30 Hour Construction Safety, CIE, CMI.
$90,000 - $110,000 a yearFull-timeExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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Environmental Health & Safety Specialist III in San Diego, CA (92154) for a 12+ month duration, working Monday to Friday from 7:00 AM to 3:45 PM. The role requires expertise in DHS, OSHA, EPA, RCRA, Air Quality, and Water Pollution regulations, along with experience in ergonomic problem-solving, hazardous waste management, and a Bachelor's Degree in safety or a related discipline.
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You will make an impact as a HVAC/Refrigeration Technician by completing priorities in heating, ventilation, air conditioning, and refrigeration. Type I/Type II or Universal Environmental Protection Agency (EPA) Certification for Refrigerant handling.
ExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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Knowledge of regulatory requirements (i.e., OSHA, EPA, TCEQ, RCRA) Knowledgeable and hands on experience with manufacturing equipment such as, but not limited to, reactor, distillation, scrubber, pump, compressor, heat exchanger, boiler, water and waste treatment, piping, DCS and instrumentation systems.
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Carries out responsibilities in accordance with GST policies, dealer franchise agreements, and TMS operating standards, and applicable federal and state laws; including the EPA, OSHA, MSDS, & Texas health and safety laws.
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Responsible for establishing a process to routinely monitor compliance with all regulatory agencies including (CAP, DOH, OSHA, EPA, FDNY, and Joint Commission), through assessments and audits. Responsible for establishing a process to routinely monitor compliance with all regulatory agencies including (CAP, DOH, OSHA, EPA, FDNY, and Joint Commission), through assessments and audits.
$73,770.8 - $122,951.34 a yearFull-timeExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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The EH&S Specialist will maintain updated OSHA and EPA required written programs and develop/conduct training as necessary under the direction of the EHS Manager as well as maintaining and expanding a solid foundation of Environmental Health and Safety excellence.
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The diverse sources of funding for current faculty research include NIH, NSF, USDA, USAID, DOE, EPA, State of Illinois, industry, and private organizations. Join our team of more than 185 tenure-system faculty members; nearly 1,300 academic professionals, civil service staff and assistants; 2,674 undergraduates; and 755 graduate students in the College of ACES. Personnel in ACES play key roles in national and international research initiatives in bioenergy, biotechnology, integrated landscapes, environmental sustainability, food and agricultural systems, global climate change, family resiliency, public policy, and more.
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Meet Erosion and Sediment Control Inspector Qualifications as defined by EPA, the NPDES Permit conditions and Certification as required by the State of Hawaii Department of Health (HDOH). Naval Facilities Engineering Systems Command (NAVFAC) Pacific has awarded Dragados JV a $2.8 billion task order – under an $8 billion indefinite-delivery/indefinite-quantity (IDIQ), multiple-award construction contract awarded in November 2021 to Dragados JV to replace a dry dock at Pearl Harbor Naval Shipyard and Intermediate Maintenance Facility at Joint Base Pearl Harbor.
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Employees may be required to complete and submit reports to the N.C.state Department of Water Quality and/or the Federal EPA regarding the performance of Wastewater Treatment Plant. Employees may be required to complete and submit reports to the N.C.state Department of Water Quality and/or the Federal EPA regarding the performance of Wastewater Treatment Plant.
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epa job Title: hvac service technician Company: Bradbury Brothers Cooling Heating Plumbing
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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.
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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.