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As the Senior Digital Strategist, you will provide strategic direction for email marketing campaigns, digital media including programmatic, paid social and paid search efforts, social media strategy, and other digital marketing tactics.
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Coordinates and collaborates with copywriters, graphic designers, vendors, in-house resources and others to create communications content. Works with key stakeholders across the organization to ensure that all internal communication is aligned with business objectives and supports the company's culture and values.
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Rowman & Littlefield is seeking a full-time Human Resources Manager who will manage a wide range of tasks across all Human Resources functions to support our staff at the company headquarters, located in Lanham, MD. Qualified candidates will be proactive, well-organized, have a healthy intellectual curiosity about all things HR, and must have a minimum of three years’ experience working in a Human Resources position.
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HDR is currently in need of a Water Resources Engineer to work as a member of our Transportation Business Group in our Virginia Beach, Fulton, Glen Allen, Roanoke or Vienna offices. Experience with water resources design elements related to stormwater management, culverts, storm systems and E&S controls required.
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Hire Resolve's client is a leading Civil Engineering firm that is urgently seeking the expertise of a Water Resources Project Engineer in Columbia, MD. Responsibilities include lead designer for project development including but not limited to: roadway drainage, open and closed drainage systems, environmental site design, stormwater management (SWM), erosion/sediment control, stream restoration, bridge scour analysis, floodplain studies, hydrology/hydraulics, TMDL, Critical Area, NPDES & MS-4 permits, SWM retrofits and BMPs, Joint-Permit Application (JPA.
$80,000 - $120,000 a yearFull-timeExpandApply NowActive JobUpdated 18 days ago - UpvoteDownvoteShare Job
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Bachelors’ Degree in Business or related field or equivalent work experience is preferred. Proven ability in implementing innovative ideas or business solutions. Strong research and business writing skills required.
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The water resources project engineer will serve in a technical role under the direction of a project manager for a wide array of planning and design services. Suyash Consulting, LLC (SUYASH) is actively seeking a Water Resources Project Engineer to work in our Columbia, MD Office.
$85,000 - $110,000 a yearFull-timeExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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Experience with the following is preferred but not required: Aristocrat Oasis v12, Tableau, Teradata, IGT Table Touch, Bravo Poker, MICROS, PM10, Kronos. Aids Player Development Coordinator with reporting, host performance analysis, quarterly commissions, and backup of duties as needed.
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CISA includes the CISA Management and Business Service Offices and four Divisions: the Cybersecurity Division (CD), the Emergency Communications Division (ECD), the Infrastructure Security Division (ISD), the Integrated Operations Division (IOD), the Stakeholder Engagement Division (SED), as well as, the National Risk Management Center (NRMC), which are headquartered with the National Capital Region (NCR.
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The Vice President (VP), HRBP will be responsible for overseeing the global Human Resources Business Partner function across 2U’s People Team. This team is responsible for providing thought partnership on human resources strategy, executing HR initiatives across the business and influencing the HR COEs to ensure HR processes address the needs of our managers, our people and the company.
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Partner with the CHRO to ensure the scalable evolution of the human resources function within a diverse, fast growing, multi-company enterprise. Provide thought leadership, and oversight to all human resources functions including organizational development, talent management, total rewards strategy, employee engagement and relations, compliance and employee professional development.
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This position performs Human Resource Generalist responsibilities at the Berry Global, Inc. facility in Hanover, MD. The successful candidate will assist in the completion of organizational responsibilities in all functional areas within Human Resources to include but not limited to employee relations, organizational development, communications, payroll, compensation and benefits, training, team learning and development, succession planning, retention and staffing.
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Position Summary: The Director of Sales and Business Development works to direct the overall performance of a sales force covering the Mid-Atlantic states. Work to support sales KPI’s while growing the business.
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Bachelor's degree in Human Resources, Business Administration, or a related field. Any third-party recruiting agreements for Legence and its affiliate companies may only be executed by Legence Holdings LLC’s CHRO or Director of Talent Acquisition, without exception.
$28 - $32 an hourFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Human Resources for the Howard County Health Department’s 250 merit and contractual. (Deputy Director of Human Resources) works under the direction of the Director. Experience with providing guidance to management and employees regarding State employment such as employer relations, disciplinary actions, compensation, classification and other aspects of human resources.
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Title: human resources business Company: Moore Dm Group in Laurel, MD
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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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.