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Under the direction of the Information and Network Security Manager, the Azure Administrator is responsible for designing, deploying, and supporting cloud-based solutions that adhere to security best practices within the MGC Azure cloud environment.
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Reporting to and working closely with the Assistant Director, Research Administration, the Sr. Grant Administrator will provide expert research administration support to the 21 divisions within the Department of Medicine (DOM.
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As part of the Grants Management Team under the direction of the Sr. Admin Manager, the Grant Administrator will assist the departmental level grant and contract administration (Sponsors include (not limited to): DOD, NSF, NASA, NIH, of a midsize portfolio of foundation awards, contracts, and billing agreements.
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Serves as the principal liaison to other MGB and Mass General hospital departments and services such as: Patient Care Services; Network Development; Marketing; Office of General Counsel; Development; Public Affairs and Communications; Research Management; Budget and Finance, etc.
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Boston College Senior Grant Administrator Chestnut Hill , Massachusetts Apply Now Founded in 1863, Boston College is a Jesuit, Catholic university located six miles from downtown Boston with an enrollment of 9,484 full-time undergraduates and 5,250 graduate and professional students.
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Reporting to the Assistant Director of the African Studies Center (ASC), the Program Administrator assists the ASC Director and Assistant Director with all administrative and program matters. Maintains ASC social media accounts; corresponds with academic units and student groups affiliated with the ASC; works with Pardee staff to promote African studies courses, language courses, and programs to BU community and Boston Consortium members; and manages the marketing, publicizing, planning and scheduling of lectures, conferences, and other events.
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Economic Mobility Pathways (EMPath) is a 200-year Boston-based nonprofit that transforms lives by partnering with families to move out of poverty and provides other organizations with the tools to do the same.
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Operating independently with minimal direction, the Program Administrator serves as a liaison between trainees, the Program Director, the GME office, the hospital, and accrediting bodies.
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We are currently assisting a market leading organization in the hunt for a Licensed Nursing Home Administrator (LNHA) to lead daily operations of a Skilled Care Nursing facility in Springfield, Kentucky.
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Serving as the co-supervisor (indirect) for the Division Administrator for Medical Oncology, the Division Administrators for cancer surgery services, and Department Administrator for Radiation Oncology.
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As necessary, assists the Housing Appeals Committee Docket Clerk with various miscellaneous administrative tasks, such as scheduling, maintenance of dockets and files, preparation of record on appeal for the Office of the Attorney General.
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A willingness to adapt and be audience focused, with a curious mindset and a commitment to creating an inclusive work environment The BGMP office is located in downtown Boston, near Faneuil Hall and Quincy Market, and is easily accessible by MBTA and commuter rail lines.
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The VP is responsible for the funding and direct management of hospital FTEs who directly support the DFBCC, and serves as the Contract Administrator overseeing and managing the complexities, maintenance, and adherence of the agreement.
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The Policy and Regulatory Counsel sits within the General Counsel’s Office and. For questions, please the contact the Office of Human Resources at 1-800-510-4122 and select option #4. This position will work primarily in the DYS Central Office at 600 Washington Street, 4 th Floor in Boston, but may be called upon to travel to other DYS sites throughout the state.
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The Deputy General Counsel assists the General Counsel in their interactions with and responsibilities to the A&F constituent agencies’ general counsels, A&F staff, the Governor’s Legal Office, other Secretariats and the Attorney General’s Office, legislative committees and others.
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office administrator scheduling jobs in Boston, MA
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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?
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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.
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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.