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Understanding of privacy program requirements and capabilities such as data inventory, data subject rights, consent and preference management, privacy by design, privacy impact assessments, incident response, third-party risk, etc.
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Actively support and promote ConocoPhillips Alaska IFC “Incident Free Culture” with employees and contractor’s personnel. Experience designing, programing, and maintaining Emerson DeltaV Control Systems, Allen Bradley Controllogix PLC, and AspenTech IP21 systems.
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Oversee security operations, including incident response, threat intelligence, and vulnerability management at all locations. Experience in crisis management and incident response. Reporting directly to the Vice President & Chief Information Officer (CIO), you will create strategy, policies and standards as they relate to application security, infrastructure security, compliance and security operations to ensure a robust security governance framework in alignment with business objectives and regulatory requirements.
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This role is crucial in safeguarding our organization's digital infrastructure through proactive threat management, strategic security planning, and effective incident response. Collaborate with Managed Service Provider (MSP) and Security Operations Center (SOC) teams to ensure effective incident response.
$175,000 a yearFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Knowledge of general cybersecurity concepts and methods including, but not limited to secure configuration management, data protection and privacy, security monitoring, incident response, governance, risk and compliance, patch management, enterprise security strategies and architecture.
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5+ years of experience with Site Reliability Engineering (SRE) practices, including system monitoring, incident management, and performance optimization. Develop and implement incident response strategies, incident management, and post-incident reviews.
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You will leverage your extensive experience in Azure services, scripting, and Site Reliability Engineering (SRE) to ensure system resilience, reliability, and operational excellence. We’re HCSS. We’re a software company based in Sugar Land, TX and we provide innovative solutions for the construction industry that help streamline their operations.
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Provides legal support for the company across all areas of the US related to compliance issues associated with environmental, health and safety, pipeline safety, DOT, and incident or emergency response matters associated with oil, natural gas, refined products, pet-chem, produced water, and midstream operations federally and in 46 states.
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Practical knowledge, working experience, and documented continuing education in fall protection, scaffolding, excavations, confined spaces, crane/equipment operations, electrical safety, incident investigation, and other safety/health-related training.
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Knowledge of general cybersecurity concepts and methods including, but not limited to, vulnerability management, privacy, incident response, governance, risk and compliance, enterprise security strategies, and architecture.
$263,200 a yearFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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The company offers a personalized Open XDR approach to Managed Detection and Response, advanced Threat Hunting, Digital Risk Protection, Phishing Response, and Incident Response services, helping customers mature their security program efficiently and effectively based on their unique risks and business needs.
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Incident Management and end user support. Apart from our expertise in land and offshore operations, we are continuously expanding our knowledge within subsea mining, geothermal, onshore and offshore construction, as well as offshore wind industries.
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Conduct safety audits and inspections focusing on fall protection, scaffolding, excavations, confined spaces, crane/equipment operations, electrical safety, and incident investigation. Lead and participate in incident investigations, identifying root causes and implementing corrective actions.
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In addition to meeting the specialized experience requirement above , must be certified within the DoD Fire and Emergency Services Fire Fighter Certification system, International Fire Service Accreditation Congress (IFSAC), or the Fire Service Professional Qualifications System (PRO-Board) at the Fire Officer IV, Fire Instructor II, Fire Inspector II, HAZMAT incident Commander.
$161,131 a yearFull-timeExpandApply NowActive JobUpdated 18 days ago - UpvoteDownvoteShare Job
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Provide regional field support, community assistance, and pipeline expertise on safety issues to stakeholders by responding to public inquiries, effectively communicating pipeline safety initiatives and challenges, and providing post incident/accident crisis communications.
$183,202 a yearFull-timeExpandApply NowActive JobUpdated 3 days ago
incident job Company: Tesla in Houston, LA, Canada
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.