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Coordinate with Grant Administration Program Manager to identify and share procurement requirements for both grant/funding administration and/or project design/construction post-award.
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The Cement Plant Administrator role is based in Nazareth, PA and reports directly to the Human Resources Manager. What youll get to do This role will support the Human Manager and with additional support to other departments.
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To the extent international touring personnel are visiting a jurisdiction that requires vaccination, proof of vaccination in accordance with the relevant international law should be submitted directly to either the Tour Manager or to Human Resources at least six weeks prior to the start of the tour.
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The Vice President of Human Resources will provide employment law expertise on a wide range of personnel topics and provide guidance and oversight on regulatory and compliance issues that fall under the domain of the various HR units within the Agency.
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Typical Duties: Oversees administrative, fiscal, and human resources for the Court of Common Pleas, Court Administration, Domestic Relations, Adult Probation, Juvenile Probation, District Judges, Central Court, Jury SeDistrict Corvices, and Lawrence County DUI Program.
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Support complex projects with cross-functional partners to enhance company-wide employment law compliance through development of protocols for programs such as conducting workplace audits and classification reviews.
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Fully competent in employment legislation and compliance with Head Start Performance Standards, Federal, State and Local laws pertaining to all human resource matters. Qualifications:Bachelor's degree in Human Services, Early Childhood Administration, Education, Communications, or a related field with equivalent experience.
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Job DetailsJob Details:We are seeking a highly skilled and experienced Employment Law Attorney to join our dynamic team. Responsibilities:As an Employment Law Attorney, you will be responsible for:1.
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Qualifications: As a condition of pre-employment eligibility, a Level 2 security background screening is required, which consists of fingerprinting and a check of local, state and national law enforcement records.
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Company DescriptionDankesreiter & Emmet, L.L.P. represents clients in business formation, business and commercial litigation and transactions, estate planning, probate and estate administration, construction law, real estate, consumer representation, and family law matters in the Dallas-Fort Worth and Denton County area.
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Genesco’s employment practices will continue to be directed toward full utilization of all available human resources. We believe that this approach to our human resources is not only legally and morally proper, but also is an intelligent and economic business practice.
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JOB DESCRIPTION AND POSITION REQUIREMENTS:Postdoctoral Scholar – Law, Policy & Engineering (LPE)The Kirchhoff Lab at Penn State is recruiting a talented Postdoctoral Scholar to contribute to two National Science Foundation funded projects that investigate 1) transformation/transitions in U.S. water quality governance and co-production that resulted in measurable improvements in water quality and 2) the human dimensions of resilience and climate adaptation in water/wastewater systems.
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Serves as a resource manager to the ADUSA centers of excellence, partnering and collaborating and advising on, or building, compliance course content that aligns with their needs/strategy.
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Report any unsafe working conditions or behaviors to the appropriate safety manager, Sales & Marketing Manager, or Human Resources. Job RequirementsMust pass all required pre-employment screenings – Background, MVR, Physical, Fit for duty and Drug/Alcohol screen(s)Be able to comply with all drug and alcohol policies of Houma Armature Works and/or customer sponsored programs.
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Director of Talent Requirements:Must be 18 years or olderBachelor Degree preferredExperience in Human Resources preferredAvailability Requirements:Monday - Saturday open availability (typical work schedule would be 5 days/week)Typical schedule will vary working 8-10 hours/day to accommodate meetings, interviews and needs of the business, working 40-45 hours/week in totalLive out our Purpose: “To R.E.F.R.E.S.H. the lives of all we serve.
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human resources manager benefits administration employment law compliance jobs Company: Episcopal School Of Jacksonville
FEATURED BLOG POSTS
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
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).