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3+ years of experience in human resources, with a focus on recruitment, employee relations, and HR operations. Bachelor's degree in Human Resources, Business Administration, or a related field.
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Specialized in accounting, finance, human resources, talent acquisition, procurement, supply chain and select administrative professions, we extend the capabilities of industry-leading companies.
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Assist the Chief Executive Merchant in handling store level human resources or loss prevention issues as necessary. Floor & Decor is an equal opportunity employer and is committed to equal opportunity for all associates and applicants.
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For concerns regarding discrimination, harassment, intimidation or bullying in employment, you should immediately contact Gigi Patrick, Assistant Superintendent of Human Resources/Eleanor Bruton, Director of Human Resources and Coordinators for Nondiscrimination in Employment at 707-556-8921, 665 Walnut Ave., Vallejo, CA, 94592.
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We are a third-party administrator (TPA) of medical benefits, also providing medical management, human resource consulting and retirement benefits administration services. We offer a range of market-competitive total rewards that include merit increases, paid holidays, Paid Time Off, and incentive bonus programs (unless covered by a collective bargaining agreement), medical, dental, vision, short and long term disability benefits, 401(k) +match, stock purchase plan, life insurance, wellness programs and financial education resources, to name a few.
$95,656 - $156,528 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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In 1 year, learn and create office organization and backend support needs such as payroll and human resources. Daily Responsibilities of a Marketing Executive Trainee: Interact with our clients' consumers educating them on all products, sales promotions, and brand benefits available Become an expert negotiator and closer to increasing company sales revenue and gaining expansion opportunities Learn our clients and become a master in their database to enhance sales profits.
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Handles necessary employee corrective action and discipline issues fairly and objectively, in consultation with the Human Resources Department and the Executive Director/Director of Operations.
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Responsible for all functions of Human Resources at the branch level including collaborating with the Recruitment, HR, and Payroll Department to facilitate the recruitment and onboarding processResponsible for assisting with audits of personnel records.
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ADA Disclosure: Any candidate who feels that they may need an accommodation to complete this application, or any portions of same, based on the impact of a disability should contact our Human Resources Department.
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Must report crew member issues to the appropriate party, General Manager, District Leader, Human Resources, etc. Must report crew member issues to the appropriate party, General Manager, District Leader, Human Resources, etc.
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Adequate knowledge of business and management principles, budgeting, resources allocation, human resources. POSITION SUMMARY Plan, direct, and coordinate the work activities and resources necessary for manufacturing products in accordance with cost, quality, and quantity specifications.
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A fantastic opportunity has just become available with a trusted and awarded hospital in Southern Willamette Valley who is looking for a HR Director to join their dedicated human resources department.
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Application Process: Interested individuals should complete a Volunteer Application Form and submit it to Human Resources. Training and Support: Ongoing training provided by the City to ensure volunteers are well-prepared for their roles.
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They are valuable resources to our patients as they help determine initial and on-going eligibility for programs such as Medi-Cal, Healthy Families, F-Pact, pre-natal programs and other assistance programs.
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If you are looking for a stepping stone to pursue a career in Human Resources, this specific role is not designed for an HR career path. HRO provides Human Resource outsourcing solutions for clients throughout the.
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human resources jobs in Martinez, CA
FEATURED BLOG POSTS
Virtual Reality Job Interviews
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.
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.