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Masters degree in Social Work, Social Welfare from a clinical track, Clinical or Counseling Psychology or related field required from an accredited college or university by start date.
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Possession of a Juris Doctorate (J.D.) or Master’s degree in Personnel Administration, Human Resources Management, Business Administration, Public Administration, or Clinical/School/Industrial-Organizational Psychology may substitute for one (1) year of the required professional experience.
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Create and execute a talent strategy - VP/SVP, Human Resources will be responsible for talent acquisition, employee engagement, total rewards, learning and development, organization development & effectiveness, diversity & inclusion and HR operations.
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Graduate degree in Human-Computer Interaction, Psychology, Computer Science, Cognitive Science, Business or a related field. Undergraduate degree in Human-Computer Interaction, Psychology, Anthropology, Computer Science, Cognitive Science, or a related field OR comparable UX research experience.
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Given the specific needs of our residents, candidates with direct work experience related to mental health, substance abuse, domestic violence, HIV/AIDS, and/or child welfare will be given first consideration.
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The Counselor may possess an Associate's Degree, Bachelor's Degree or Master's Degree in Psychology, Sociology, Social Work, Counseling, Nursing or other Human Development Major.
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The Family Partner will assist and mentor families navigating Alameda County Children and Young Adult System of Care services: behavioral health, special education, child welfare, and juvenile justice.
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The Child/Adolescent Therapist understands and assists in meeting budget and services goals, understands the mission and objectives of Jewish Family and Children’s Services, and works within the limitations of the Agency’s resources and performs all duties in compliance with agency standards.
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Bachelor’s degree in Human Resources, Business Administration, or a related field and/or 3+ years of progressively responsible experience in Human Resources.
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The Chief Human Resources Officer position is a career position appointed by and serving at the discretion of the Laboratory Director. The Chief Human Resources Officer develops and implements long-term strategic plans to ensure strong pipelines for future hiring needs.
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Partner in all such cases with the Regional Loss Prevention Manager, a Manager or Director of Human Resources or the Senior Vice President Human Resources before Police intervention.
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Possession of a graduate degree (Master's degree or higher) from an accredited college or university with major coursework in specialized subject matter areas such as public or business administration, management, business law, contract law, public policy, urban studies, economics, statistical analysis, finance, accounting or other fields of study closely related to the essential functions of positions in the Class series may be substituted for the required one (1) year of experience.
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Laundered money is the direct proceeds of some of the most heinous crimes in the world - like human trafficking, child pornography and war profiteering. Own the architecture and development of our API product : scale our API and Webhook services to reliably serve customers across geographies, tech stacks and business types.
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In partnership with other team members, the Human Resources Director will implement comprehensive Human Resources systems and interdepartmental activities that embrace organizational values and advance equity and inclusion.
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The eligible list/score report resulting from this civil service examination process is subject to change after adoption (e.g., as a result of appeals), as directed by the Human Resources Director or the Civil Service Commission.
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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.
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.