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As a senior member of the firm’s Investigations practice, you will originate business by raising awareness of Wolf Global’s unique investigations services among top tier law firms, corporates, private equity and venture capital firms, and government agencies.
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The following combination of education and experience is required:Bachelor's Degree in international relations, education, or international development or related field; at least five years of experience working in the international field; at least three years of experience in supporting proposal development, especially for U.S. Government opportunities such as for U.S. State Department Bureau of Education and Cultural Affairs (ECA) and USAID.
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Our founders have a deep commitment to sustainability as well as extensive experience with sustainable impact investing and ESG policies which date back to the 1980s including investing in energy, health, education, fintek, and financial inclusion.
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The firm is internationally recognized for its representation of Fortune 500 companies in high-stakes litigation and government-facing matters, as well as its ongoing commitment to pro bono service and diversity, equity, and inclusion.
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Eligible for an instructional credential from the Office of the State Superintendent of Education (OSSE). Eligible for Instructional Credentials from the Office of the State Superintendent of Education (OSSE.
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As the medical education and clinical partner of Georgetown University for more than 20 years, MedStar Health is dedicated not only to teaching the next generation of doctors, but also to the continuing education, professional development, and personal fulfillment of our whole team.
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You’ll be empowered to drive systems change and take bold steps to advance racial equity. Advance racial equity after decades of systematic racism in housing. increase housing supply, advance racial equity.
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At least 2 years of lived or work experience in issues related to post-secondary education/higher education arena, ideally working with senior level stakeholders, e.g. college presidents, deans, etc.
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For more information about DUE: For more information about EDU: sf.gov/edu Responsibilities The Division Director (DD) of the Division of Undergraduate Education (DUE) serves as a member of the Directorate for STEM Education leadership team.
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Our work yields actionable information to guide decisions in wide-ranging policy areas, from health, education, early childhood, and family support to nutrition, employment, disability, and international development.
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Trust employees have their own benefit program and may include Health, Dental & Vision Insurance, Life Insurance, Transit/Commuter Benefits, Accidental Death and Dismemberment Insurance, Annual and Sick Leave, Family Friendly Leave, 403b Retirement Plan, Discounts for Smithsonian Memberships, Museum Stores and Restaurants, Credit Union, Smithsonian Early Enrichment Center (Child Care), Flexible Spending Account (Health & Dependent Care.
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We are pleased to offer a Diversity, Equity, & Inclusion Program:this employee-led program offers monthly speakers, newsletters, training, outreach and more as well as VALOR (Veterans and Allies: Leadership, Outreach, Resources):our veterans’ employee resource group.
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Bachelor's Degree in Recreation, Sports Management, Health and Physical Education, Higher Education Administration, or related field. Bachelor's Degree in Recreation, Sports Management, Health and Physical Education, Higher Education Administration, or related field.
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R4D will engage the services of research assistants or data collection firm who conduct semi-structured key informant interview and focus group discussions with key stakeholders from the Ministry of Education Ghana Education Serices (GES), University for Development Studies (UDS), LCPS Proprietors and School Heads, LFPS Teachers, and Parents.
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Bachelors Degree in IT Management, Computer Science, or related STEM discipline from an accredited institution recognized by the US Department of Education for Higher Education Administration (CHEA.
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early childhood education equity jobs Title: assistant Company: Indiana University in Washington, DC
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The summer had economists from around the globe embroiled in a debate about a possible recession coming in the next few years (or months). As of October 2022, the U.S. Labor Department data put the current inflation rate at 7.7%. The recent layoffs in the tech industry are just the first of what is soon to be a string of cutbacks by companies looking to save costs. For recruiters, this means freezes in hiring and fewer openings. It will also include the uphill task of finding the best candidates for them from the coming influx of recently laid-off job seekers. Now is probably a good time to brace for tough times in the next few years in the talent acquisition industry. To survive and thrive recruiting in a recession, here are some hard truths you will need to accept.
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We’ve all heard how important it is to set professional and personal goals. Developing and establishing goals keeps us motivated and moving forward in life. But not all goals are created equal. If you’re chasing goals that are too lofty, you’ll end up disappointed when you cannot reach them. Setting goals that are achievable and measurable is the key to success.
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Talent acquisition is a multi-stage process where candidates undergo various application steps before getting hired. The unfortunate reality is that it is a labor-intense system, with the hiring manager and recruiter often handling all of the work on their own. Ask any one of them, and you will hear about the overabundance of applications and the demanding task of filtering through them to find the best candidates. The quality of talent suffers under the weight of all that work on one person's hands. It's not easy, but as many companies are starting to realize, there is a better way. The future of talent acquisition lies in collaborative recruiting!
4 Talent Acquisition Trends Going Into 2023
For better or worse, a side effect of the COVID-19 pandemic was a marked shift in talent acquisition practices worldwide. With the struggle to retain talent that began in 2020, companies have had to rethink recruitment strategies. The result has been new talent acquisition trends that are well on their way to becoming commonplace. These are the practices that are going to become even more widespread going into 2023.