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Humana's Associate Vice President (AVP), Technology and Cybersecurity Risk works closely with all areas of Enterprise Information Protection (EIP), Internal Audit, Enterprise Risk Management, business units, regulatory agencies, and industry groups to ensure the company's technology and cybersecurity risks are effectively managed and compliance objectives are achieved.
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Participate in professional development to continually improve personal skills and the Welding Technology Program. Instruct Welding Technology related courses for KCKCC at any assigned location.
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Bachelor’s degree in Information Systems, Business Administration, HR Management or related field. This key role will contribute greatly in transforming our client’s HR division by enhancing technology capabilities, streamlining processes, and promoting automation to eliminate redundancies.
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Qualifications Bachelor’s degree in Computer Science, Information Technology, or a related field. Our team deploys technology solutions to the field and home office departments that increase profitability by maximizing the way we use our people and resources in daily operations.
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As a Co-Founder & CTO (Chief Technology Officer), you are a founding member of Wildya. Looking for Co-Founder & CTO (Chief Technology Officer) build strategies on how we can use advanced technology (AI, Blockchain, etc.
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Partnering with key stakeholders and provides technical leadership, direction, and subject matter expertise to Information Technology (IT), Environmental Health and Safety (EHS), Supply Chain Quality, Marketing, and other key leadership teams.
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Knowledge and experience with a broad range of information technology including, but not limited to: Various Operating Systems (Windows, Linux, UNIX, etc.) Relevant Information Security certifications, such as Security+, GSEC, CISSP or other vendor certifications.
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Intermediate to advanced information technology troubleshooting skills. Researches and resolves moderately complex GIS related problems: transforming data from other systems (CAD/MicroStation), manipulating database files, interprets aerial photography, analyzes cadastral and street map information, and designs data collection applications.
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In support of this project, and of future needs, we are expanding our personnel and adding new positions within our Information Technology team, located in Cedar Rapids, IA or Atlanta, GA. We are seeking new IT skills and resources in the areas of help desk technicians, project managers, business process analyst, application administration and software development.
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Bachelor Degree in drafting technology or related field and 7 years related experience required or. Responsible for revisions of project drawings, plot files and project-related information storage in a logical and well-structured manner.
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Maintains certifications and licenses; obtaining all required continuing education annually to assure no lapse in coverage; stays abreast of funding requirements and technological advances within the Rehab Technology industry What you need to succeed: Current Assistive Technology Professional certification required (unless joining our ATP development program)For Development program candidates: consideration is given to those with relevant clinical or academic backgrounds.
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We work with companies funded by the best investors including Sequoia Capital, Lightspeed Ventures, Tiger Global Management, A16Z, Accel, DFJ, and more.
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Partner with internal Information Technology stakeholders to develop technology solutions that help to streamline and automate (new) HR processes. The Human Resources Information Systems Manager supports the management and optimization of the HRIS to support the human resources department.
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Technology/Equipment:Technology proficiency in the areas of telephony, Medical Information database, Microsoft Office, and video conference platforms. As part of the Medical Information Contact Center (MICC) team, this position ensures client success by providing oversight and/or management of assigned clients, including implementation, ongoing client management support, regular touchpoints and meetings.
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The Associate VP, Technology Solutions acts as a liaison and collaborates with the business and functional stakeholders to identify and deliver strategic enablement solutions. The Associate VP, Technology Solutions devises an effective strategy for executing and delivering on IT business initiatives.
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Title: information technology Company: Investment Management in Overland Park, KS
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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.
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.