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Reporting to the Ambulatory Administrative Director, the ambulatory Practice Operations Manager is responsible for the direct management of the surgical scheduler staff, indirectly the ambulatory support staff and operational management of the.
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Sodexo has an opportunity for an experienced Human Resources professional to join the team as a Human Resources Manager 2 at St. Francis Medical Center located in Monroe, LA and Our Lady of Angels in Bogalusa, LA.The selected candidate will manage and provide support to hourly front-line staff and management on all Sodexo policies and procedures, training, and HR initiatives.
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SUPPORT FOR OTHER POSITIONS: The Human Resource Manager will be responsible for working with the Program managers at the director of their supervisor, to complete terminations with direct support staff and house manager.
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Works with maintenance management and staff to provide effective asset maintenance scheduling and reporting, implements software upgrades and enhancements, makes recommendations for process improvements, and provides reports on asset maintenance status; maintains systems for prioritizing and scheduling work using Maximo CMMS or other software.
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Under the general direction of the VP, HR, the Senior Human Resources Manager(SHM) is responsible a broad range of administrative functions with primary focus on support for staff in the areas of onboarding, training and development, performance management, employee engagement and employee relations.
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Provides and/or ensures the training of staff, as appropriate, on cafeteria operations, Sexual Harassment, Workplace Violence, school safety and other areas as necessary to support effective operations and comply with laws, rules and regulations.
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JOB SUMMARY: The HR Generalist has responsibility in all areas of Human Resources, including talent development, employee relations, benefits, organizational development, talent acquisition, organizational culture, and the overall support of FFP’s company values.
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Directly supervise the Human Resources staff in support of the organization’s strategies and tactics. The HR Manager will be responsible for delivering comprehensive human resources programs, initiatives, and solutions in support of increased employee and organizational performance.
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Analyze and use needs assessment results to support the development and roll-out of trainings programs that will promote organizational effectiveness. Acts as an employee advocate, management coach, and change agent, leading initiatives to proactively support employee engagement.
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The Human Resources Manager supervises a growing team of 2 HR Associates and oversees all activities related to the organization’s HR needs for nearly 180 staff across four offices in Southern California.
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Join our mission and ensure that the unsung heroes of the Children's Refugee Shelter - its staff - receive the care, support, and guidance they need to continue making a world of difference in young lives.
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The Human Resources Manager provides support and guidance to Human Resources Department with a focus on the understanding of Human Resource metrics, knowledge of state and federal law, including; ADA, FMLA, EEOC, unemployment management and workers’ compensation.
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The Human Resources Manager serves as a resource for management and an employee champion. Human Resources Manager. Its mission is to serve people by providing compassionate, expert care, and to support recovery through education and research.
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Work directly with Recruiters, Human Resources Business Partners, and HR Shared Services staff in the creation and achievement of strategic goals and risk management for the organization.
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Support associate development through the career ladder program. This person will have the opportunity to create platforms, work on staff-development, and partner with the Director of Operations on strategic vision.
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support staff jobs Title: human resources manager in Morgan-city, Louisiana
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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).