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Implements human resources programs, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, Affirmative Action and Equal Employment opportunity compliance, and labor relations.
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Be Valued™ at the American Heart Association by following us on LinkedIn, Instagram, Facebook, X (formerly Twitter), and at heart.jobs. Responsibilities If you join us as the Vice President Development you will lead the success of large fundraising events in the region through staff management and networking with the highest-level executives in the territory to engage them as volunteers, and corporate partners.
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You will have plenty of opportunities to demonstrate your expertise in University recruiting and relations, promoting our world class Micron brand working with a team of talented recruiters, and building the pipeline of interns and New College Graduate talent for current and future needs of the company.
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In this role you will be a key support for the Campus Recruiting Manager, as well as the broader Talent Acquisition team. The Human Resources Department currently has an opening in our Talent Acquisition Division for a Recruiting Coordinator.
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This position is responsible for identifying, creating, developing, and maintaining brand awareness and a positive public image by increasing the visibility of PRS Guitars through traditional PR mediums, Influencer relations, and events.
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With accountability and continuous improvement top of mind, the Associate Director sets the stage for successfully demonstrating donor impact by proactively engaging with unit-based development, finance, and financial aid colleagues on effective restricted funds management and working thoughtfully with University partners such as Gifts & Records, General Accounting, and General Counsel to inform resources and training related to the establishment and administration of donor-restricted funds.
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The Training Program Manager supports the Residential Services Division (Residential, Outpatient, Diversion, Re-Entry) of Pioneer Human Services by primarily providing CPR/First Aid, Crisis Prevention (CPI), Mental Health First Aid and EMT evaluator; and employee development training across the division; and organization, as needed.
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Support annual stewardship activities and special donor, planned giving, corporate and foundation relations projects. Important for Current university employees and contingent workers: As a current university employee or contingent worker, you MUST apply within Workday by searching for Find UT Jobs. If you are a current University employee, log-in to Workday, navigate to your Worker Profile, click the Career link in the left hand navigation menu and then update the sections in your Professional Profile before you apply.
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Proven track record in talent acquisition, employee relations, performance management, and HR compliance (preferably in a not-for-profit environment). Serving as a vital member of the senior management team and the key resource on all people matters, this role will coach/guide departments on all employee relations issues and ensure compliance with relevant laws and ordinances, while championing a positive and vibrant workplace culture.
$120,000 - $150,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Employee Incentives : Tuition reimbursement, employee referral program, year round employee events and community programs, discounts on Dish Network and HughesNet. devops, matlab, perl, software developer, software development engineer, software engineer, software programmer.
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Responsible for overall talent management and employee engagement, addressing employee relations issues effectively. Manage a team of direct reports, responsible for employee selection, development, mentoring, and performance management.
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Additionally, this role leads a team of Program Managers focused on Manufacturing Program Management, encompassing safety, injection molding machinery, blow molding machinery and tooling, and downstream conveying and packaging systems directly related to the manufacturing of rigid plasticcontainers.
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Develop training materials based on Federal and Department-wide cybersecurity policies and standards, strategies, and frameworks, including the Cybersecurity Risk Management Framework (RMF), NIST Artificial Intelligence (AI) RMF, Machine Learning, Robotic Processing Automation, Systems Engineering Life Cycle (SELC), Secure Development and IT Operations, and the Cybersecurity Acquisition Lifecycle Framework (Cyber ALF.
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You'll work closely with early-stage crypto startups, assisting them in sourcing, recruiting, interviewing, and hiring top-tier talent. Market Research: Conduct market research to identify emerging talent trends, competitive landscapes, and best practices in talent acquisition and management within the crypto industry.
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Manage overall utilization, adoption, and training of Predictive Index tool in recruitment, talent management, and training and development opportunities on an individual, 1:1, and team basis.
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With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
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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.
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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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