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Employment Practice Compliance and HR Director support - 20% Employment Practice Compliance and HR Director Support. Track and ensure compliance with the Guild’s federal, state and local employment practice obligations and maintain/update Guild policies, in support of HR Director.
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In this exciting role, the Director of Human Resources will be responsible for acting as a thought partner for business leaders and management on day-to-day people matters, help evolve our talent management practices and shape both engagement and culture for Fox Tech. The Director of Human Resources will also partner with the internal COEs such as compensation, HR operations, benefits, recruiting, learning and development, and legal.
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The Manager of HR Operations and Systems is responsible for providing leadership and managing complex projects related to data integrity, HR technology, systems, processes, records, and data management.
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The BSA Analyst I is responsible for conducting all aspects of monitoring activities relating to the Bank Secrecy Act (BSA), Anti-Money Laundering (AML), and OFAC compliance as described in the FFIEC Bank Secrecy Act Anti-Money Laundering Examination Manual and ensuring all activities and processes are in compliance with bank policies and procedures, as well as audit and other regulatory requirements.
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A high degree of self-direction and discretion is utilized in this role, supported by the Employee Relations Manager's experience and knowledge of policies, procedures, best practices and a solid foundation in employment law and compliance.
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Global Service Resources, Inc., a leading Healthcare staffing company has an opening for a Clinical Laboratory Scientist at Olive-View UCLA Medical Center located in Sylmar, CA.Hours: 12am - 8:30am, Per diem and every other weekendJOB DESCRIPTION Responsible for a variety of high-complexity, clinical laboratory testing in Chemistry, Hematology, Microbiology & Blood Bank. Perform QC/QA procedures, preventive maintenance & test validation.
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If you need a reasonable accommodation for any part of the employment process, please email our HR Service Center at MyHRHelp@ntrs.com. Knowledge of trust and estate law as well as estate, gift and generation-skipping transfer tax rules, is required to advise on legal risks and compliance issues.
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Upon passage of the July 2025 California State Bar Examination and admission to the California State Bar, the Post-Bar Law Clerk will be considered for further employment with CLC. Equal Employment Opportunity—Reasonable Accommodation Assistance: Children’s Law Center of California is committed to maintaining an environment of equal opportunity and affirmative action.
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The Orchard is committed to providing equal employment opportunity for all persons regardless of age, disability, national origin, race, color, religion, sex, sexual orientation, gender, gender identity or expression, pregnancy, veteran or military status, marital and civil partnership/union status, alienage or citizenship status, creed, genetic information or any other status protected by applicable federal, state, or local law.
$100,000 a yearFull-timeExpandApply NowActive JobUpdated 23 days ago - UpvoteDownvoteShare Job
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Voluntary benefits like company-paid identity theft protection and resources for pets, mental health and meditation resources, industry-leading fertility coverage, fully paid leave for childbirth or bonding, fully paid leave for caregivers, programs for loved ones with developmental disabilities and neurodiversity, subsidized back-up child and elder care, and reimbursement for adoption, surrogacy, tuition, and student loans.
$100,000 a yearFull-timeExpandApply NowActive JobUpdated 19 days ago - UpvoteDownvoteShare Job
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We work with people at home, work, and in the community through residential, employment, crisis response, recovery, behavioral, childrens services, and day services. Case Management*Description:*Benchmark Human Services has grown to become one of the most respected organizations in the country in the areas of intellectual and developmental disabilities (IDD) and behavioral health.
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This position will promote and support SPY’s mission to inspire, nurture and empower the resilient human spirit of homeless youth by providing immediate and lasting solutions, one young person at a time.
$80,000 a yearFull-timeExpandApply NowActive JobUpdated 17 days ago - UpvoteDownvoteShare Job
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Ensure compliance with IRS and government regulations through administration of procedures and guidelines surrounding inurement (i.e., The organization must not be organized or operated for the benefit of private interests, and no part of a section 501(c)3 organization’s net earnings may inure to the benefit of any individual), unrelated business income tax, property and sales taxes, contribution acknowledgements and health and welfare plan filings.
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Disney Entertainment (including but not limited to Disney Live Action, Walt Disney Animation Studios, Marvel, Lucasfilm, Pixar, FX, National Geographic and ABC Studios); Disney Experiences and ESPN. The Associate Principal Counsel will collaborate with legal colleagues, Employee Relations and Human Resources professionals, and other key partners to help shape Disney’s employment philosophy, policies and practices.
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The core service offerings include: Compliance & Security Risk Management, Controls & Compliance Framework, Security Compliance Policies, Charters, & Protocols, Vendor Program & Third-Party Risk Management, Governance, Risk, & Compliance (GRC) Platform, and Security & Compliance Behavior & Culture.
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human resources manager administration employment law hr compliance jobs Company: Episcopal School Of Jacksonville in Alhambra, CA
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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.