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Through our commitment to rigorous academics, social-emotional learning, deep family and community engagement, and health and wellness, we create lifelong learners who are equipped to fulfill their vision of success in and out of the classroom.
$70,000 - $80,000 a yearFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Conduct field-based civic engagement work to increase diverse youth participation in our democracy, locally in Pittsburgh. Experience in civic engagement field organizing, and experience leading civic engagement work, including direct voter contact.
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Document all development activity related to donor/prospect cultivation, gift solicitations, stewardship and general information in TRAX, the Blackbaud donor database. In this role, the successful candidate is an integral member of the Giving and Donor Stewardship & Experience teams and is responsible for conducting a full range of development activities that support fundraising efforts, including assistance with initiating and maintaining key donor and prospect relationships; proposal management; fundraising events; and donor and prospect research.
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Handles and resolves complex donor inquiries and escalated issues related to gift processing and donor relations. Moreover, guides the gift processing team, spearheading reporting, benchmarking, and system improvement efforts to enhance donor relations and ensure best practices are met.
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Community, Donor, Board, and Foundation Relations Develop and maintain funder relationships to advance Ready to Rise, including prospecting, cultivation, and stewardship. Lead strategic planning with Liberty Hill staff and Ready to Rise consultants for future iterations of R2R. Program Development and Community Engagement Supervise capacity-building curricula and training programs for Ready to Rise, including contractor recruitment, curriculum development, peer learning facilitation, and session design.
$100,600 - $125,700 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Moss prides itself on a strong entrepreneurial culture that honors safety, quality, client engagement, and employee development. The company's diverse portfolio encompasses a wide range of sectors, including luxury high-rise residential, landmark mixed-use developments, hospitality, K-12 and higher education, justice, solar energy and battery storage, and sports.
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Minimum 3 years' experience as a Project Engineer or Assistant Project Manager in the Solar Construction industry with a general contractor. With regional offices across the United States, Moss focuses on construction management, solar EPC, and design-build.
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Conducts trade pre-construction meetings, coordinates subcontractors and vendors, coordinates permit inspections, maintains subcontractor relationships, manages Loss Control (Safety) Program, manages Shop Drawing process.
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Manages project closeout and post-construction services, obtains Certificate of Occupancy and other government approvals, submits "As-Built" Drawings, submits Operation Manuals, completes Punch List, coordinates Owner move-in and start-up, obtains and delivers warranties.
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Develops scopes of work, sets up filing system, sets up JMIS/Iris System, develops purchasing schedule, obtains insurance and bonds, develops QC Program. They assist in supervising all activities related to contract administration, change orders, submittals, procurement, and scheduling.
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Our clinical labs preform microbiology testing to determine microbial cleanliness, infectious disease and donor eligibility testing, as well Human Leukocyte Antigen (HLA) testing to successfully match organ transplant recipients with compatible donors.
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Administers document control, RFI process, critical items list, monthly reports and prepares correspondence. Moss is ranked by Engineering News-Record as the nation's top solar contractor and one of the top 50 general contractors.
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The Team The Marketing and Engagement Team (MET) is led by Alight’s Chief Marketing & Engagement Officer (CMEO) and is comprised of several teams: Annual Fund, Global Connections/Major Gifts, Donor Services, Marketing & Communications, MET Operations, and Global Partnerships & Government Affairs (PGA.
$90,000 - $100,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Moss' Solar Assistant Project Managers are responsible for assisting the Project Manager in the administrative and technical management of the Solar project. Bachelor's degree in Construction Management, Engineering, or related discipline.
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Develop new opportunities for donor engagement and foundational grants. Define and manage RDI’s back-end donor management processes from solicitation to gift processing to stewardship.
$80,000 - $110,000 a yearFull-timeExpandApply NowActive JobUpdated Today
donor engagement jobs Title: vice president Company: Johnson And Wales University
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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.
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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.