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Supports all aspects of talent acquisition for the PSD including assisting with creating and formatting job descriptions, advertising positions, phone screening applicants, checking references, and maintaining appropriate human resources data and records.
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JOB DESCRIPTION FOX Entertainment is seeking a Manager, Human Resources to support the alignment of HR strategy with business objectives across designated client business units, and working alongside the HR leaders, act as a trusted advisor to clients at all levels, providing guidance, constructive feedback and strategic solutions.
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You will design and execute a comprehensive plan to identify, cultivate, solicit, and steward existing and prospective mid-level and major gifts donors.
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By joining the Human Resources team at Leppo, you will become part of a caring community and family that strives to provide great benefits, a great culture, and the ability to grow and thrive in a dynamic environment.
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Oversee, administer, and/or increase the efficiencies of human resources programs, including benefits, 401(k), compensation, disciplinary management, leave management, talent and performance management, morale and recognition programs, workplace health and safety, development, and training, etc.
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Lionsgate Alternative Television has an immediate opening for a Human Resources Generalist to support the Human Resources Department and company. The Human Resources Generalist is responsible for the day-to-day needs of the HR Department.
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Reference: VA Regulations, specifically VA Handbook 5005, Part II, Appendix F1; Human Resources Specialist Qualification Standards GS-0201. This can be found in the local Human Resources Office.
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0201 Human Resources Management. Qualifying education for the GS-0201 series includes courses and programs in HR, HR development, HR management, business, business management/administration, industrial relations, labor relations, industrial psychology, organizational psychology, organizational development, management, organizational behavior, pre-law/law, legal studies, health care management/administration, public administration, public policy, human services, leadership and/or humanities.
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Virtual/Remote: This position may be authorized for 100% remote/virtual. Election to membership in a national scholastic honor society. Applicants can be considered eligible based on membership in one of the national scholastic honor societies listed below.
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The Human Resources Manager will report directly to the Director of Human Resources or General Manager (property specific). As a member of the property Human Resources support staff he/she directs and works with Human Resources employees to carry out the daily activities of the Human Resource Office including oversight of recruitment total compensation training and development.
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Director, Human Resources R-01870 San Diego County - District Office Transforming lives through learning isn't just the vision of the Grossmont-Cuyamaca Community College District. SECONDARY FUNCTIONS: Serve on District shared governance committees, attend meetings, community activities and professional organizations as primary representative or fill in for the Vice Chancellor, Human Resources.
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Must possess or complete Senior Professional in Human Resources (SPHR) or Society of Human Resources Management Senior Certified Professional (SHRM-SCP) within two years of hire.
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The Human Resources Manager is detail oriented in nature. Human Resources Manager. The ideal candidate will successfully manage the Human Resource functions of BrandsMart's retail locations to ensure the company is attracting, motivating, and retaining a high-performing, diverse, and successful workforce.
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Under the direction of the HRD, the HR Manager maintains and enhances the organization's human resources by planning, implementing, and evaluating employee relations and human resources policies, programs and practices.
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Reporting to the Co-Deputy Director, the Human Resources Manager will support the organization in all areas including general HR administration, employee relations, leaves of absence, training and development, recruiting, onboarding and offboarding, benefits, and payroll.
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Title: human resources associate Company: Pinellas Suncoast Transit Authority
FEATURED BLOG POSTS
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).
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.