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Senior Transmission Engineer
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The Civil PM will play a key role in collaborative project teams, focusing on civil engineering projects within the renewable energy and power delivery sectors, this position reports to the Director of Civil Engineering.
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Proficiency in civil engineering aspects of solar projects, including layout design, grading plans, erosion control, permitting, and SWPPP. Familiarity with erosion control design and Storm Water Pollution Prevention Plans.
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Develops, Maintains and Chairs the Patient Safety Council, including maintaining the Patient Safety Dashboard and presenting it to QIC. Has primary oversight of the facility-wide patient safety programs.
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Director of Safety ? Resides as the expert in Occupational Health and Safety (OSHA), Department of Transportation (DOT), Federal Motor Carrier Safety Administration (FMCSA), Environmental Protection Agency (EPA), Americans with Disabilities Act (ADA), California Highway Patrol (CHP) rules and regulations.
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Phoenix Job Corps has an exciting opportunity for you as a Safety Officer. Policy Interpretation: Interpret and evaluate Phoenix Job Corps' safety policies and procedures, bringing them to life through practical implementation and proactive measures.
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In matters requiring technical support the Site Safety Manager has direct report to appropriate Corporate Safety representative) (Site Safety Manager is empowered to manage and enforce site safety, health and environmental efforts regarding all site personnel.
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Alert the site safety manager and the managers to any severe and persistent risk situation; propose required corrective actions. Records and submits safety data internally & externally (GAIA, HSER, etc.
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Under direction of the Regional Safety Manager, the Safety Supervisor will assist in monitoring and coordinating company safety programs and resources in the area assigned. Ensure compliance with the Hazards Communication Program, Emergency Action Plan, Fire Prevention Plan, Confined Space Entry Program, Trenching and Excavation Program, and any other programs required by OSHA and the Corporate Safety, Health and Environment Department.
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Under the supervision of the Unit Supervisor (US), (Safety) or the Supervising Registered Nurse (SRN) II/III, Correctional Facility (CF), the Senior Psychiatric Technician (SPT), (Safety) is responsible for planning, assigning, training, and evaluating the work of Psychiatric Technicians (PT), (Safety) and other assigned staff in a mental health service line delivery area.
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Director of Global Environmental Health & Safety Organization Summary Lindsay Corporation, headquartered in Omaha, Nebraska, is a global leader in providing irrigation and infrastructure solutions to meet the demands of a growing population.
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The Associate Program Director will be welcomed and supported by a very experienced Program Director, President of Clinical Operations, Chief Medical Officer, and GME leadership team. Crozer Health Medical Group has an exciting opportunity available for an Associate Program Director for our well-established Internal Medicine Residency Program.
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The Food Safety Manager reports directly to the site QC Manager, and shares leadership responsibilities for the QC team with the QC Supervisors. Lead and develop action plans with production, engineering, and the QC manager to improve the site food safety programs, GMP compliance, and other FSMA requirements.
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The DON plans and organizes training for staff members and works in partnership with the Assistant Director of Nursing (ADON) if applicable, Health Services Administrator (HSA), and Regional Leadership to fulfill contractual requirements and achieve operational and clinical performance targets.
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Works collaboratively with Department Managers and Facility Director to identify safety concerns and areas of improvement. The EHS Coordinator will work under the direct supervision of the Illinois EHS Manager supporting the development and implementation of the company-wide safety programs.
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Title: safety director Company: Infra Rec
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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 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.
Growing Discontent: Employees Wouldn't Wish Their Jobs on Their Worst Enemy
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