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Rolls-Royce provides a comprehensive and competitive Total Rewards package that includes base pay and a discretionary bonus plan. Associate’s degree in Marketing, Business, or Engineering and 10+ years relevant experience, OR.
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Guidehouse offers a comprehensive, total rewards package that includes competitive compensation and a flexible benefits package that reflects our commitment to creating a diverse and supportive workplace.
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Undergraduate degree or 4 additional years of general IT experience in areas such as business analysis, systems analysis, software development, quality assurance, and/or project management. Guidehouse is a Veritas Capital portfolio company, led by seasoned professionals with proven and diverse expertise in traditional and emerging technologies, markets, and agenda-setting issues driving national and global economies.
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BS Degree in Electrical Engineering, or marine engineering; or similar background and/or specialized such as significant US Navy training with an Associate’s degree will be accepted in lieu of Bachelor’s degree.
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Guidehouse is looking for a Project Manager to lead an Enterprise SharePoint service for a large federal agency. Guidehouse will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of applicable law or ordinance including the Fair Chance Ordinance of Los Angeles and San Francisco.
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Works with Guidehouse, its partners, and the customer to build and maintain qualified, full-time staff and a pipeline of surge staff according to customer and mission priorities. Jobs for Humanity is partnering with Guidehouse to build an inclusive and just employment ecosystem.
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Comprehensive range of surgical specialties, including orthopedics- total joints, sports medicine; spine; DaVinci robotics; general; ENT; gynecology; urology; plastics; vascular. Master's degree in Nursing, HealthCare, Education and/or other relevant field.
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Chair of the Psychology & Counseling Department responsibilities include the following areas: (1) program planning and development; (2) Department administration and communication; (3) Management of BA Psychology; BS Counseling Psychology; MA Clinical Mental Health Counseling; M.Ed. School Counseling degree programs; (4) facilitation of University-wide policies in coordination with Dean School of Graduate & Professional Studies (SGPS), Provost and President.
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Requirements for the Position EXPERIENCE AND TRAININGMaster's degree in psychology, social work, recreational therapy, music therapy, art therapy or a behavioral science field; ORBachelor's degree in nursing, or occupational therapy and licensed by the State of Oregon; ANDOne year of post-master's degree experience in the behavioral health field.
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Masters degree in Business Administration, Finance, Management Sciences, or in a related management discipline or highly analytical field of study. Bachelors degree in Business Administration, Finance, Management Sciences, or in a related management discipline or highly analytical field of study.
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At a minimum, have a bachelor's degree (master's degree preferred in business administration, information systems, democracy, or international development) and fifteen (15) years of experience adaptively managing USAID activities, including contracts and buy-ins, and proven experience building and managing dynamic, flexible teams.
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Senior Manager, Software Engineering, Full Stack - Rewards & Loyalty Platform. The Rewards and Loyalty Platform team in Capital One manages the customer reward experience redeeming rewards across web & mobile.
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Bachelor’s degree (preferably an English major) with 8+ years of related experience or a Master’s degree with 6+ years of experience. Leidos has a need for a full-time Program Analyst to support the Department of Energy/National Nuclear Security Administration (DOE/NNSA) Office of Defense Programs (N10.
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Prior experience within the DOE/NNSA nuclear security enterprise. Active DOD Top Secret clearance or Active DOE Q clearance. The primary focus of this position is to assist NNSA with communication technical and programmatic information to stakeholders and, particularly, to assist NNSA’s Office of Strategic Planning and Analysis (N183) with writing and coordinating publication of the annual Stockpile Stewardship and Management Plan (SSMP.
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Assist with achieving day-to day objectives with particular emphasis on the preparation, creation, and publication of NNSA’s reports and annexes to meet Congressional requirements, ensuring compliance with DOE Strategic Plan, Nuclear Posture Review, and other key policy references.
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total rewards bs degree jobs Title: associate Company: Kpmg in Washington, DC
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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.
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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.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.