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Coordinate and collaborate with department staff (including other Ramsey County departments) and with the community, providers, state and regional municipalities, and federal authorities to meet program or project goals.
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The AML Officer is responsible for compliance with all US related Anti-Money Laundering and Know Your Customer (AML-KYC) regulations and requirements and for implementation and administration of AML compliance program including internal controls, policies, procedures, training and testing the effectiveness of the program using industry standards and regulatory guidance.
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Who will function as the Facility Security Officer (FSO) with oversight and responsibility for DoD classified programs, with dual responsibilities as the Contractor Program Security Officer (CPSO) for a small Special Access Program (SAP) area.
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Acts as City's Public Information Officer by planning, developing, and implementing an effective public information program that informs and educates residents, community groups and other agencies on City programs, events, services, educational campaigns and policy decisions.
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Attends parent/faculty meetings, when requested by the principal, to solicit an understanding of the School Resource Officer Program. Performs specialized activities as School Resource Officer on a regular basis.
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Managing the privacy program- serving as Privacy Officer: conducting monthly risk assessment rounds, investigating and reporting all HIPAA incidents, executing breach response notification letters to patient involved, tracking compliance, and reviewing fair warning reports for potential HIPAA breaches.
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The Chief of Police and Director of Public Safety is responsible for planning, organizing, and directing the operations of Fresno States Public Safety Department (Police and Traffic and Parking Operations), which includes a comprehensive law enforcement program focused on a climate of safety and security for the campus community, emergency preparedness, crime prevention, investigations, and traffic control.
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Inquiries regarding compliance and/or grievance procedures may be directed to the school district's Title IX/Staff Civil Rights Officer, ADA Officer, Harassment, Intimidation, Bullying (HIB)/Student Civil Rights Officer and/or 504 Compliance Officer.
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Insider Threat Program Evaluator (ITPE) The Senior Lead Operational Risk Officer will provide Policy compliance, technology risk management, and risk management governance subject matter expertise within the Insider Threat Policy & Governance Oversight team within the broader Fraud and Insider Threat Risk Oversight team.
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Once you join CDCR, there are many career options you can pursue as a peace officer including Parole, Internal Affairs, Correctional Safety as well as specialized team assignments including Investigative Services Unit, Crisis Response Team, Gang Task Force, and Fugitive Apprehension Team.
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Provide day to day administrative support for the Executive Vice President (EVP)/Chief Legal Officer, Vice President Chief Compliance and Ethics Officer, and Deputy General Counsel, Vice President of Equity & Inclusion and staff members, including making travel arrangements, arranging conference attendance, screening mail, email and telephone calls based on knowledge of critical issues.
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The ISSO member will participate as part of a security team that supports projects information security needs to comply with Federal agency's comprehensive security program to include NIST Risk Management Framework and FedRAMP authorizations.
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We are searching for a seasoned and dynamic Chief Information Officer (CIO) to spearhead the information technology strategy and operations of our full-service, turnkey real estate, architecture, engineering, design-build, and construction firm.
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The Supportive Services for Veteran Families (SSVF) program assists Veterans who are homeless or at-risk of homelessness to end their housing crisis. The Program Manager of the SSVF Program, under the direction of Veteran Services leadership, is responsible for the successful operation of the SSVF program.
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Realistic Job Preview: The Realistic Job Preview gives you an honest, objective and vivid portrait of what it means to work as a Transportation Security Officer (TSO) and provides employee testimonies about both the good and the challenging aspects of being a TSO. To view the video, please Click Here.
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program officer jobs Title: product Company: Recharge Payments
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.