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The Climate Adaptation Partnership Officer (CAPO) will write concept papers and proposals, negotiate partnerships, build relationships, and create presentations and proposals for USAID and other donors in the sectors of Food Security, resilience, and Climate Adaptation.
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Those that demand extraordinary amounts of courage, resilience and precision. IAT2 Certification Requirements: CCNA Security, CYSA+, GICSP, GSEC, Security+CE, CND, SSCP. Ansible, Bash, RF, Rancher, Docker Kubernetes, automation, Dell, HP, NiFi, CDS, ability to learn about other teams.
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Job DescriptionGeneral SummaryThis position is part of the UMMS Population Health Service Organization Value Based Care (VBC) Quality Analyst Team. Responsible for working with management and peers on the end-to-end HEDIS measures and reporting for UMMS ambulatory provider groups for VBC and Total Cost of Care Programs (TCOC.
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A general interest in resilience, housing policy, climate change, equity, inclusion, hazard mitigation, emergency management, urban planning, stormwater systems, and building science is preferred.
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The dispensing nurse will assist in the entering or adjusting of orders as necessary under the Medical Director and be responsible for accurate and thorough reporting consistent with the organization's policies and procedures.
$28 - $31 an hourExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Reporting to the Managing/Senior Corporate Counsel, this role will round out a dynamic and growing legal team, serving as subject matter expert for drafting, reviewing, and negotiating various strategic agreements and complex transactions.
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As an Engagement Director, you will:Serve as a high-level interim or project-based accounting resource for clients in various industries on accounting, finance, tax, and audit roles (Interim Controller, Financial Reporting Manager, Internal Audit Manager, etc.
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INCIDENT REPORTING - Notify Operations Manager, Project Manager, and Corporate Safety Manager immediately of all accidents. Bowen self-performs site work, concrete, underground utility work, structural steel, equipment setting, millwright, mechanical and process piping and boilermaker construction.
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The Senior Internal Audit Director for Professional Practices is responsible for providing strategic direction and leadership and acts as the steward for Internal Audits tools & methodologies, policies & standards, communication & training, quality assurance & improvement program, and reporting & data analytics.
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Our 2023-26 Sustainability strategy, called “Roots of resilience,” focuses on protecting natural ecosystems, addressing climate change, and embedding sustainable practices across our operations.
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The Project Controls Manager performs tasks in support of project budget, schedule and reporting activities. The Project Controls Manager performs tasks in support of project budget, schedule and reporting activities.
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Work with large-scale datasets, utilizing excel, Unanet Analytics, and similar tools for data extraction, analysis, and reporting. Develop and manage Unanet dashboards for interactive reporting on company and Mission Area performance and KPIs.
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Job#: 2022579 Job Description: Cyber Intelligence/Fusion AnalystLocation: Ft Meade, MD*All interested and qualified candidates can please contact Schuyler Moose at smoose@apexsystems.com PRIMARY RESPONSIBILITIES:Maintain situational awareness of cyber activity by reviewing Intelligence Community and open-source reporting for new vulnerabilities, malware or other threats that have the potential to impact.
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Work with AGC team to develop analogous capture and reporting capabilities for air-gapped cloud environments. 3 years of technical expertise in any of the following: SQL, Python, Databricks, Azure Data Factory/Synapse and Apache Spark.
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Assist the regional finance lead in SOX compliance and testing and external regulatory reporting / compliance. Prepare and support monthly Customer reporting requirements. Working knowledge of Deltek Costpoint ERP system.
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resilience reporting jobs in Annapolis Junction, MD
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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.
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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).