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Perform complex application design and programming activities in the latest technologies: Java, REST, Microservices, Angular, React, Spring boot, Spring Security, Kafka, Hibernate, MQ, OpenShift, AWS/Cloud infrastructure, Kubernetes, Docker, Jenkins.
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The Group Facilitator will interact with adolescent and/or adult patients during daily routine activities consistent with the organization's treatment program design and the principles of normal growth and development.
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Participates in grounds maintenance activities, when required, which may include: trimming trees, removing trees, filling pot holes, grading fields, sweeping parking lots, grinding down cement, cleaning out grass and dirt from sand pits, adding sand to playgrounds, mowing, picking up trash, and performing other related grounds activities.
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Managing Risk - Assessing and effectively managing all of the risks associated with their business objectives and activities to ensure they adhere to and support PNC's Enterprise Risk Management Framework.
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The Conference Services Manager’s work will include the exercise of discretion and independent judgment with respect to matters of significance including being responsible for the detailing of group events, corporate, and group meeting/catering functions; coordinate these activities on a daily basis; assist clients in program planning and menu design/selection.
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Collaborates cross-functionally with various stakeholders internally and/or externally to scope/define projects, documentation of contractual information, and review/analysis of reports as part of VBC risk arrangement activities.
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Providing accurate and timely reports on sales activities, pipeline status, and forecasts to Territory Manager to inform decision-making and strategy adjustments. Building and maintaining relationships with prospects, clients, and key school and district leaders to foster trust and credibility while maintaining accurate and up-to-date sales records for all activities within assigned accounts.
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Location: Phoenix, United States Mission Job Title: Chief IP Counsel Location: Phoenix, Arizona Department: Legal The Chief IP Counsel will have global responsibility for managing the Kudelski Group’s worldwide intellectual property portfolio and providing legal support for all IP-related activities, including the Group’s IP strategy, patent licensing, litigation, trademarks and standards bodies involvement.
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The Phoenix metropolis is a vibrant cosmopolitan area, providing a wide range of social and cultural activities including theatre, professional sports, symphony, and many museums devoted to the culture, history, and beauty of the Southwest.
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The chief of police oversees the law enforcement and crime prevention activities of the Maricopa County Community Colleges District (MCCCD) police department, including developing, planning, and implementing policies and procedures designed to provide a safe and secure environment at all college sites.
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Additionally, they may provide assistance in service and maintenance activities related to other solar energy system components and associated equipment. Your Impact:Commercial Solar Field Service Technicians (Photovoltaic Repair) specialize in conducting inspection and corrective maintenance of photovoltaic (PV) solar panel systems, adhering to established procedures and prioritizing health, safety, and environmental compliance.
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CEI has an ongoing need for construction inspectors on highway/bridge transportation projects as well as county and municipal public works projects under supervision of a Resident Engineer/PE. Job Requirements Responsibilities of experienced construction inspector: Daily oversight of contractor and construction activities, daily reports, and contractor schedule compliance.
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Ongoing case management with a focus on screening and making appropriate referrals to address child's needs in the following domains: Placement issues, safety issues, education, health, mental health, legal/immigration proceedings, substance abuse, independent living, criminal/juvenile justice, and child enrichment activities.
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Demonstrating experience with Agile development frameworks, having lead to completion projects that involved Requirements, Design, Build, Test, Deploy, and Support;Leading and development of proposal content and technical solution questions in response to RFPs;Working with the leadership teams and peers across pursuits, pre-sales activities, and delivery of engagements; and,Working in an onshore-offshore environment and in coordinating activities across time zones.
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10) Coordinate project activities with National Park Service, State Park Service, and Client and operational departments such as various park service entities, State Historic Preservation Offices (SHIPO), facilities maintenance, public safety, IT, regulatory affairs, events, and administrators to ensure all parties are well-informed and that work proceeds on schedule with minimal impact.
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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?
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.
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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.