- UpvoteDownvoteShare Job
- Suggest Revision
The Regional HR Manager position is responsible for serving as a strategic HR partner to Operations leadership (VPO/RDO/ACO/MUM) in assigned region(s), developing and coaching Operations management, partnering in People Planning, developing and executing staffing plans, and providing training courses to leadership and associates as required.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
The Human Resources Manager is responsible for guiding efforts in and ensuring compliance with all HR related Pharmacy Accreditation and Regulatory Compliance Requirements.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Work together win together: As the Director of Compensation, you'll report to the Senior Vice President of HR Compensation and HR Operations. Why you might stand out from other talent: You bring a consultative approach with our business partnersStrong executive communication, and ability to influenceCertified Compensation Professional certificationBachelor's degree in human resources, business, or related field.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
The Managing Director is the chief human resources officer for all company staff and is specifically responsible for the oversight, recruitment, and evaluation of the administrative staff.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Responsibilities include but are not limited to:Human Capital Due Diligence: Perform Human Capital due diligence (some or all of compensation, benefits, HR compliance, labor relations, HR communications, operations and technology, talent and culture) identifying and quantifying transaction risks and opportunities.
$125,000 - $255,000 a yearFull-timeExpandApply NowActive JobUpdated 23 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Assist the Human Resources Director or Human Resources Manager in directing and instructing the management staff in effective recruiting and interviewing techniques using methods such as verbal presentations and written directions to ensure the hiring and retention of qualified and effective associates.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
SMU serves approximately 7,000 undergraduates and 5,000 graduate students through eight degree-granting schools: Dedman College of Humanities and Sciences , Cox School of Business , Lyle School of Engineering , Meadows School of the Arts , Simmons School of Education and Human Development , Dedman School of Law , Perkins School of Theology and Moody School of Graduate and Advanced Studies.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
The Business Development Director, APS is responsible for partnering with Industry Group Operations and Sales resources to identify, qualify and sell the ABM Performance Solutions product to existing and new clients.
$150Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Area or regional director of human resources or a hotel director of human resources in a multi-property environment with a minimum of five years experience. Oversee identification and on-boarding of all Human Resources Directors Assist with the continued development and elevation of HRDs and Assistant HRDs including training, coaching and career development.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Our team is looking for an experienced human resource generalist to support and execute our people initiates by promoting positive employee relations and retention, ensuring compliance with State and Federal Agencies, and providing comprehensive HR support.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Requirements: Bachelor's Degree in social work, psychology, human development and family studies, public health or similar and experience with family court services or court ordered visitation services with two years of hands-on experience with program oversight or supervision.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Work with the General Director and CEO and the Digital Content Manager to lead institutional messaging strategy and content creation to promote press coverage, support the company’s DEI goals, respond to emerging trends where critical statements are required, and other institutional engagement.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Coordinate all activities that pertain to the secondary theatre studies as specified by Coordinator of Theatre and/ or the Executive Director of Visual & Performing Arts. Demonstrated ability to develop student concepts about self, human relationships and the environment.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Understands competitive opportunities & threats and presents strategic alternatives to combat these to the Executive Director and Regional Sales Team. Provides detailed and accurate weekly and monthly sales and marketing productivity reports, critical success factors (comparing industry trends), including analysis, to the community Executive Director and/or Phoenix senior operations team.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
LEARFIELD Amplify is actively seeking a Assistant Athletic Director, Ticket Sales and Service at Southern Methodist University (SMU) to lead the ticket sales team in Dallas, TX. The Assistant Athletic Director, Ticket Sales & Service is responsible for training, mentoring, motivating and coaching the ticket sales staff.
ExpandApply NowActive JobUpdated Today
human resources hr director compensation and benefits jobs Title: director in Dallas, Lahaina, Hawaii
FEATURED BLOG POSTS
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.
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.