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Perform other duties assigned by the Engineering, Design, and Construction Management Technology Director/Department Chair, Dean of Workforce Education, or Provost / Vice President of Academic Affairs.
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The Brownsville Community Justice Center seeks a Case Manager, Workforce Development to implement employment and/or entrepreneurial readiness learning initiatives for Brownsville youth through it's Place-Making and Workforce Development programming.
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ResponsibilitiesProvides primary services for the installation, support, training, development and administration of the Workforce Management solution that provides functionality needed to support the company’s time management needs.
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Our business reach spans satellite television service, live-streaming and on-demand programming, smart home installation services, mobile plans and products, and now we are building America’s First Smart Network™.
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Banc of California is one of the nation's premier relationship-based business banks focused on providing banking and treasury management services to small-, middle-market, and venture-backed businesses.
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Facilitate in person and virtual workshops related to employment and life management, includes lesson planning, instruction and proctoring assessments. Provide case management to students when needed.
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Bachelor's degree and 10+ years of experience in roles of growing scope, responsibility, and demonstrable results in Economic Development and/or Workforce Development, adult education, or a related field, including 5 years at the management level; or any combination of equivalent experience and education.
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Experience with funding and reporting requirements for Department of Corrections and Community Supervision (DOCCS), Supplemental Nutrition Assistance Program (SNAP), Caltrans, Division of Criminal Justice Services (DCJS), NY Dept. of Probation, Workforce Accelerator Fund, and American Rescue Plan Act (ARPA) highly preferred.
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5+ years experience in an analytics, strategy, product, workforce development. Some knowledge of SQL and Python or R; experience with Google BigQuery, Data Studio, Tableau or Looker a plus. Manage processes and data products such as forecasting models, dashboards (e.g. Visier, Looker), and survey tools (e.g. Qualtrics), and recurring analyses (e.g. pay equity, attrition reporting.
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Demonstrates on- going commitment to preparing young people for the workforce by modeling, mentoring, and monitoring excellence in the eight Career Success Standards of: workplace relations and ethics; information management; communications; multicultural awareness; personal growth and development; career and personal planning; interpersonal skills and independent living.
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Senior Manager of Workforce Management , you will be responsible for the management of Capacity Planning, Forecasting, Scheduling and Real Time Monitoring, supporting the 300+ person global Customer Support contact center.
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The Manager, Performance Management and Engagement will translate this broad strategy into talent development programs, practices, and initiatives that enhance the skills, experience, and performance of all employees, with a focus on advancing the overall performance capability of Dana-Farber and harnessing the sentiment and engagement of our workforce.
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The employer of record for this position is Eckerd Youth Alternatives, Inc. DBA Eckerd Connects which assigns employees to Odle Management Group, LLC. ODLE Management - A Subsidiary of Eckerd Connects Reports to the Shift Supervisor and is an hourly, non-exempt position.
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Facilitate customer access to Workforce System services which may include special services such as Workforce Innovations Opportunity Act (WIOA), Supplemental Nutrition Assistance Program Employment and Training (SNAP E and T), Temporary Assistance for Needy Families (CHOICES / TANF), Child Care Services (CCS), Job Corps, Trade Adjustment Assistance (TAA), Unemployment Benefits Services (UBS), and other programs and supportive services.
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Experience in strategy, organizational transformation, organizational development, process improvement, workforce strategy, change management, communications, monitoring and evaluation, or emergency response and preparedness.
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workforce management jobs Title: hr generalist Company: Syneos Health
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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 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.