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A minimum of 10 years of HR experience with at least 5 years in a leadership position ideally in higher education In-depth knowledge of the major HR functional areas including recruiting and staffing, HR systems and payroll, benefits, compensation, performance management, employee relations, HR compliance, organizational structure, and training and development.
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Provide professional development support for site-learning and development team members including guiding them how to look for and close gaps in training content and materials that need updating; applying adult learning methods and models to strengthen the upskilling and reskilling of employees; and identifying future training needs and a plan to create a curriculum to support that training.
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Direct reports include Camp Director & Head of Education, Director of Retreat and Rentals, Director of Development and Board Relations, Director of Campus Operations and Controller.
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Partners with advancement officers, faculty, and Emory University and Emory Healthcare leadership to drive enterprise-wide efforts to increase philanthropic support from foundations and corporations, corporate executive and employee engagement, economic development and entrepreneurship, research collaborations, and corporate student engagement.
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Establish training programs and initiatives to ensure all employees are well-informed and proficient in safety practices, including proper handling of hazardous materials, emergency preparedness, and personal protective equipment (PPE.
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Position Overview : The Development Director will be a full-time position with primary responsibility for external functions of the Academy including fundraising, events, communications, marketing, branding, public relations, volunteer engagement/management, alumni relations, and grant writing/foundation relations.
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Employee Relations: Addressing employee inquiries and concerns about payroll and benefits, maintaining positive relationships with the workforce. Benefits administration experience including open enrollment, and employee relations experience required.
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Develop and maintain a comprehensive proposal compliance matrix, conduct Just-In-Time (JIT) writer training, and lead storyboard/annotated outline development. Lead team stand-ups, facilitate Proposal Kickoff meetings, conduct JIT writer training, and guide storyboard/annotated outline development sessions and color reviews for USAID and international development proposals.
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This person will also serve as a member of the Development Services Team and work to maneuver customers who are experiencing lags in the permitting process. Work to proactively resolve issues through reports, and work in real-time to resolve issues via inbound calls, emails, and face-to-face interactions.
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Professional Development: Take advantage of frequent learning and development opportunities, coupled with personalized 1:1 coaching, to grow your career in sales within the Square organization.
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Additional responsibilities include delivering efficient HR services including interpreting and applying HR policies, contract negotiations, performance management, organizational and management development, employee relations, employee coaching, organizational analysis.
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Employee Assistance Programs and Health/Wellness/Comfort reimbursements to help you invest in your future and work/life balance. As required/appropriate, perform hands-on data investigation and analysis in support of program delivery, including development of conclusions and implications.
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As an RN contract employee in the Resource Pool, you will be rotating between our five campuses: Gainesville, Braselton, Lumpkin, Barrow, and Habersham. Working in new locations exposes you to unique customs, traditions, and perspectives, fostering cultural competence and enriching your personal and professional life.
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7+ years of progressive Information Technology/Information Security experience in engineering and development of IGA features & Application integration including at least 4 years of experience in SailPoint IIQ Implementation, Configuration, Customization, and deployment in an enterprise environment.
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At Eberly & Collard Public Relations (ECPR), we foster career growth for individuals in the fields of public relations, branding, advertising, digital marketing, social media, event management, influencer relations, and integrated marketing.
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training and development in employee relations jobs Company: Firstclass Healthcare in Atlanta, ME, Canada
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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).