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GBLS seeks a full-time staff attorney to join our Immigration Law Unit (ILU). · Prior experience in immigration law, including asylum, is strongly preferred. The ILU represents clients in removal defense, defensive and affirmative asylum claims, special immigrant juvenile status petitions, VAWA self-petitions, "U" and "T" visas, and other immigration matters before the USCIS and EOIR. GBLS provides free legal services and representation to clients in the greater Boston area who cannot afford private legal representation.
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7-10+ years of relevant experience at an insurer, third party administrator, insurance archeology firm, and/or law firm. Marsh is a business of Marsh McLennan (NYSE: MMC), the leading global professional services firm in the areas of risk, strategy and people.
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The Privacy and Data Protection Manager requires an IT or law firm background, strong investigative and analytical skills, and enjoy working in a fast-paced environment. 5+ years of professional experience (IT, law firm, and/or investigation role experience required.
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We are a boutique immigration law firm in Boston with an excellent reputation and a great work environment. This is a full-time on-site role located in Boston, MA. As an Immigration Paralegal at Romanovsky Law Offices, you will be responsible for assisting attorneys with a variety of tasks related to immigration law.
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Be the firm lead for all end user support, infrastructure and system admin functions. · Develop core SOPs to support IT operations and the firm. Jamf, Intune, Okta, OS365 and Meraki experience is desired.
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Police Officer/Deputy/Trooper experience working road patrol and/or United States Military Law Enforcement or Special Operations experience. Note to applicant : Law enforcement and/or military law enforcement experience is required for this position.
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Mattress Firm is an equal employment opportunity employer and is committed to maintaining a non-discriminatory work environment and does not discriminate against any applicant or employee for employment on the basis of race, color, religion, sex, national origin, age, disability, veteran status, marital status, sexual orientation, gender identity, or any other characteristic protected by applicable law.
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Candidates must have experience practicing privacy law at a law firm and/or in-house, with extensive knowledge of US state and federal privacy laws (including CCPA/CPRA, VCDPA, HIPAA, COPPA, and BIPA) and the GDPR. - Ideal candidates will also have experience with drafting and reviewing data processing agreements, privacy policies, and security policies, as well as providing day-to-day privacy advice to in-house counsel and start-up executives.
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Develop standards for the appropriate use of information taking into consideration changing regulations, security requirements, privacy needs, ethical values, societal expectations and cultural norms, in cooperation with the Chief Information Security Officer, General Counsel, Privacy Specialist, and other concerned parties.
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The EEO is the Law poster is available here: If you require reasonable accommodation for any part of the application or hiring process due to a disability, please submit your request to talent@gfs.com and use the words “Accommodation Request” in your subject line.
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Prepares and presents high profile, complex information to senior leadership, customers, counsel, and others by effectively identifying high profile matters, developing executive loss summaries, coordinating and communicating resolution strategies and sharing relevant current events and case law.
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Substantial experience with most or all of the following — affordable housing and community development finance, LIHTC, NMTC and other tax credits, real estate law, zoning and permitting, construction contracts, nonprofit organizations, fair housing, and general corporate and employment.
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Our client, a well-regarded national law firm, is seeking a Senior Immigration Paralegal to join the firm's Boston office. 6+ years of business immigration experience in a large or mid-sized, regional or national law firm setting.
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7+ years of experience working in the pharmaceutical or biotech industry, or at a law firm supporting clients in the pharmaceutical or biotech industry. Liaising with Compliance and Legal Division colleagues as needed, including global product counsel, litigation, IP, and transactional partners.
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The Vice President will play a critical role on deal teams and coordinating projects and will interact directly with Managing Directors, senior management, other groups within Citizens, client management teams, private equity firms, legal counsel, and professionals at other banks.
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law firm counsel jobs Company: Bdo in Boston, MA
FEATURED BLOG POSTS
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).
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.