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The Human Resource Manager will be responsible for managing and executing the HR strategy and operations, focusing on talent management, employee engagement, and organizational development.
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Will maintain the optimization area of our HR software, UKG Pro, focusing on employee engagement in Erie Events HRIS system. He/she will recommend any programs or ideas to the Director of Human Resources that will enhance the employee experience.
$18.5 - $25.5 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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In addition, the HRBP will be responsible for all day-to-day human resources needs (i.e. employee relations, manager coaching, implementing new policies, employee onboarding, etc.
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Collaborate with the Onboarding and Community Engagement Coordinator to coordinate new hire onboarding and build relationships with the community to source candidates by utilizing social media, competitive.
$54,000 - $65,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Employee discounts on Ace merchandise (including top brands like Weber, Traeger, Yeti, Craftsman, DeWalt and more), travel, fitness, computers and thousands more. Communicating needs proactively to the HR Manager, the HR Supervisor seeks to develop integrated solutions, formulates partnerships across the HR function, in both the RSC and Ace Corporate to deliver value added service to management and employees that reflect the business objectives of the organization.
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Working across phases of the Waterfall, Agile Scrum, and SAP Activate methodologies for the design, development, testing, and implementation of solutions for enterprise-level clients, utilizing SAP SuccessFactors Compensation, Onboarding, Employee Central, SAP Human Resources (HR) Time Management, and SAP Human Capital Management (HCM) Payroll modules.
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We are looking for an experienced Engagement Manager who is passionate about helping businesses succeed and meet their immediate staffing needs. A big part of this effort is through our support for members and allies of Employee Resource Groups such as Whammies of Color and Allies at Wonolo (WoCAW), Women of Wonolo (WoW), Parents of Wonolo (PoW), and People Out at Wonolo and Allies (POWA.
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Information you provide Wonolo as part of the recruitment process is accessible only to those Wonolo employees and other third-party service providers involved with Wonolo's recruitment, interview, and onboarding process.
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A minimum of one year recent progressive hands-on HR Generalist experience, which includes talent acquisition, employee engagement/relations, manager/supervisor development and training, investigations and policy enforcement, disciplinary action, and related activities.
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The Onboarding Manager is responsible for the management and execution of onboarding strategy in the Division of Philanthropy at Dana-Farber Cancer Institute (DFCI). The onboarding of this role will include a comprehensive training process which includes completion of online modules, shadowing colleagues, as well as hands-on learning experiences throughout the first calendar year in the role.
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As the Human Resource Generalist, you will be responsible for performing HR-related duties on a professional level and collaborating with HR management in supporting Core-Mark. You will drive recruiting efforts and provide support for safety, workers compensation, employee relations, payroll, benefits, and training functions.
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RESPONSIBILITIES:The Foster Parent Coach/Recruiter is responsible for the onboarding of prospective foster parents focused on marketing, outreach and recruitment, engagement, and training and support.
$1,500Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Reporting directly to the Director of Human Resources with a dotted line to the Human Resources Manager, the Human Resources Generalist (“Generalist”) is responsible for assisting with recruitment, hiring, benefits, training, and employee relations at all properties.
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Madison College offers degrees, diplomas, apprenticeships and certificates in Architecture & Engineering; Arts, Design & Humanities; Business; Construction, Manufacturing & Maintenance; Culinary, Hospitality & Fitness; Education & Social Services; Health Sciences; Information Technology; Law, Protective & Human Services; Science, Math & Natural Resources; and Transportation.
$26.47 - $32.42Part-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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The Development Engagement Manager reports to the Director of Development. Cultivate a network of key internal and external contacts to aid in development and efforts to strengthen alumni, employee, and donor engagement.
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human manager onboarding employee engagement jobs Company: Spirit Airlines
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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.
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