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The ideal candidate will have a strong background in water resource management and engineering, with a particular emphasis on hydrology, hydraulic infrastructure, and flood mitigation. Collaborate with cities, counties, and watershed districts to develop effective water resource management strategies.
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Interventional Pain Management Physician Silverdale, WA Pay Range: $300,000.00-$350,000.00 5-day work week Monday - Friday 8 - 5 PM Description Comprehensive Pain Management practice in Kitsap County, Washington desires to hire an additional Pain Management Physician.
$300,000 - $350,000 a yearPart-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Software o SAP ERP (Enterprise Resource Planning) o SAP Enterprise Portfolio and Project Management (EPPM) o SAP Ariba procurement software o Oracle Primavera (P6) scheduling o HeavyBid Job Estimating o Microsoft Office (Excel, Word, Outlook, etc.
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IBSS is seeking a Natural Resource Management Specialist to assist in MMPA Small Take authorizations, NEPA compliance, and ESA section 7 consultations. Job Title: Natural Resource Management Specialist (ESA, MMPA, NEPA.
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Outreach Housing Specialist participate in homeless coalition meetings, coordinated entry case conferencing, maintain appropriate client data in client case file, the Homeless Management Information System (HMIS), and PATH-specific data systems, including spreadsheets and grant-prescribed data systems.
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The Strategic Energy Resource Policy Manager will work across the organization with SCP leadership and staff in some or all functions related to power supply planning, demand load forecasting, risk management, and regulatory and legislative policy.
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The Right of Way Land Manager serves a major role in field operations, providing critical functions related to internal and external relationships, human resource management, development, as well as management of departmental and project budgets, and overall management of adverse portfolio of projects situated across the country.
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Ensuring the secure storage, backup, accessiblity and management of model-relevant data sets and model deliverables, including wireframes and block models; communication with dedicated database manager regarding data quality issues that arise through the modeling process.
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NPDES (municipal MS4, construction, industrial, groundwater dewatering, other), SWPPP, SUSMP, TMDLs, water resource management plans, Special Area Management Plans, Caltrans WPCM.
$84 a dayExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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The Resource Nurse provides guidance and education on the hospital’s standard of nursing practice, policies, and procedures to ensure compliance with all accrediting and regulatory agency requirements.
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May be assigned as school resource officer between Flint Police Department and Flint school system performing all duties customarily performed by school resource officer. May participate in special services functions as: water rescue squad, mounted patrol, communications, impounding automobiles, turnkey, crime research activities or surveillance of labor management disputes as required.
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Successful candidates will have at least six years of prior experience working in California cultural resource management, including field work. From environmental planning, permitting, remediation, site characterization and Archaeology to chemical data management and hydrogeology, Kleinfelder offers a variety of services designed to provide technically appropriate and cost-effective solutions.
$71,626 - $119,399 a yearExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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The GESI/Indigenous Peoples Specialist will be responsible for providing technical gender and social inclusion input into the ILRG Activity, including supporting efforts to develop inclusive legal and policy frameworks as well as positive social and gender norms and practices related to land tenure, land use, land administration, land management, and resource use.
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Challenges surrounding water scarcity, drought resiliency, groundwater depletion, saltwater intrusion, brackish groundwater treatment, brine stream management, desalination, climate variability, sea level rise, complex water rights, and evolving regulations are driving innovative water resource projects across the country.
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LI-DJ1 Hvac controls, building controls, building automation, programming, field technician, heating, ventilation, air conditioning, direct digital control, apogee, desigo, modbus, tridium, Niagara, alerton, controls, commissioning, lonworks, bacnet, ddc, bau, bms, building management, mechanical systems, system integration.
$45Full-timeExpandApply NowActive JobUpdated 6 days ago
resource management jobs Title: site manager Company: Ge Renewable Energy
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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.
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).
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.