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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?

The Effects of Workplace Racism and Sexism

Employers must address workplace racism and sexism to create safe and inclusive work environments. Educate and nurture your current employees, and aim to recruit and diversify your workforce to reduce racism and sexism in the workplace. Post a free job on Get to start building a more diverse team!

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.

When Rage Applying Strikes: How to Identify Unserious Candidates

Rage applying is a surge in job candidates applying to multiple jobs without considering if they are interested. Employers can identify who is serious about the role by looking for red flags such as generic job applications, inconsistencies, and lack of preparation.

The Importance of GPA When Finding a Job

GPA is an important metric to consider when looking for a job, but it's not the only one. It's important to know when to include your GPA on your resume and when to focus on other achievements. High GPAs can indicate a strong work ethic and dedication and make you stand out from other candidates. Take stock of your academic achievement and use it to your advantage during the job search!

Covid was a catalyst for change in the work environment. Keeping people safe and helathy was the initial goal for employers, but the unintended result was the considerable demand in remote work. Now, onsite work has been dramatically altered to remote work, which is now transforming into a combination of the two: hybrid work. 

Making Hybrid Work More Efficient

Hybrid work is transforming the way we work, allowing employees to experience greater flexibility and maintain work-life balance. Employers can save costs, increase efficiency, and improve employee engagement and wellness by implementing hybrid and remote work options. With the right policies and systems in place, organizations can ensure their hybrid work program is successful and efficient.

Human resources' rapid adoption of technology has led to new ways of streamlining human capital management. Based on the IEE Global Study, these technologies changed how HR handled recruitment and retention in 2022. This includes tech like

How Can HR Technology Help Retain Employees?

HR technology is rapidly evolving and in 2023, retention will become a bigger priority than recruitment. Companies must focus on engaging with employees to reduce turnover, learning tech to improve retention rates and communication solutions to stay in touch with remote workers. It's time to prioritize retention and make sure you have the right technology in place.

We’ve all been there before. What starts as a relaxing evening scroll quickly becomes a full-blown binge. You blink, and it’s midnight - throwing off your entire next day before it even starts. And at its worst, this indulgence might leave you feeling behind on things you planned to finish that night. This is why time management is important. 

Why is Time Management Important? 10 Crucial Importances of Time Management

Time management is an essential skill for achieving goals and maintaining a healthy work-life balance. It involves goal orientation, effective planning, and organization to use time wisely and maximize productivity. With good time management, you can reduce stress, make better decisions, and foster meaningful relationships. Start today and unlock your potential!

Candidates reneging on job offers or during the onboarding process can be a frustrating experience for any recruiter. In a talent-driven job market, it’s common for candidates to have more than one job offer to consider. It becomes a race against time to see which organization can offer the best career experience, compensation, and circumstances that secure the right employees.&nbsp;

Minimizing Candidate Renegs During the Hiring and Onboarding Process 

Candidates increasingly renege on job offers, damaging recruitment efforts and morale. Companies must be honest and engaging at every stage of the hiring process to retain the best job seekers. Structured processes and regular check-ins can increase candidate loyalty.

Being punctual at work may not be something you’ve given much thought to, but it’s the foundation for building a successful career. All of your technical or job-specific skills will be in vain if your peers and superiors can’t trust you to show up on time and do the work. In fact, Simon Sinek once famously said that 

10 Reasons to Be on Time at Work

Punctuality is key to success in the workplace. Showing up on time and meeting deadlines builds trust with employers, helps you take on extra responsibilities, and opens up opportunities for promotions. Taking the time to plan and prioritize tasks can help you stay on top of your schedule. Don't let tardiness get in the way of your professional development!

We’ve all heard how important it is to set professional and personal goals. Developing and establishing goals keeps us motivated and moving forward in life. But not all goals are created equal. If you’re chasing goals that are too lofty, you’ll end up disappointed when you cannot reach them. Setting goals that are achievable and measurable is the key to success.

10 Importancies of Setting Realistic Goals

Setting realistic goals is essential to achieving success. Creating SMART goals and tracking progress with regular check-ins will help to keep you motivated and focused on the end goal. Celebrate each success and reward yourself for your hard work!

Danaher (NYSE: DHR) is a global science and technology innovator committed to helping customers solve complex challenges and improve quality of life around the world.. The new company will be called Veralto and will be comprised of an outstanding collection of market-leading brands in Danaher's Environmental and Applied Solutions (EAS) segment: Hach, ChemTreat, Trojan, OTT HydroMet, and McCrometer from Danaher's Water Quality Platform and Videojet, Esko, X-Rite Pantone and Linx from the Product Identification Platform.. The Talent Management Manager is responsible for driving talent development and engagement across the organization through talent analytics to guide better business decisions, talent planning (performance management, talent and organizational reviews, succession planning and internal movement), employee engagement, leadership development and learning and organization development and effectiveness.. Build capability and use appropriate VES tools (e.g. - Problem Solving PSP, Voice of Customer VOC, Standard Work SW and Total Process Improvement TPI) to drive impact and continuous improvement. Act as D&I champion, ensuring a clear focus on representation, equity and inclusion in all talent work and interactions.

Planning

Danaher Corporation

Danaher (NYSE: DHR) is a global science and technology innovator committed to helping customers solve complex challenges and improve quality of life around the world. It's portfolio of operating companies and world class brands have unparalleled leadership positions in some of the most demanding and attractive industries, including life sciences, medical diagnostics, environmental and applied solutions. With over 25 major operating companies, Danaher drives growth both organically and inorganically through M&A.

Danaher has a diverse team of over 80,000 associates united by a common culture and operating system, the Danaher Business System (DBS). DBS serves as our ultimate competitive advantage and has evolved from a collection of manufacturing improvement tools into a philosophy, set of values, and series of management processes that collectively define who we are and how we do what we do.

In 2021, Danaher generated ~$29B in revenue. The company is ranked #118 on the Fortune 500 and during the past 20+ years, Danaher stock has outperformed the S&P 500 Index by more than 2,000 %. For additional company details, see www.danaher.com .

The New Company

On September 14, 2022, Danaher announced its intention to separate its Environmental & Applied Solutions segment to create an independent, publicly traded company. The new company will be called Veralto and will be comprised of an outstanding collection of market-leading brands in Danaher's Environmental and Applied Solutions (EAS) segment: Hach, ChemTreat, Trojan, OTT HydroMet, and McCrometer from Danaher's Water Quality Platform and Videojet, Esko, X-Rite Pantone and Linx from the Product Identification Platform.

The EAS segment generated revenue of approximately $4.8 billion in 2022 and has a global team of approximately 16,000 associates. As stewards of the world's most vital resources, Veralto will help ensure billions of people have safe food, water, and medicines every day. With a strong Danaher heritage, the Veralto team will continue to deliver trusted expertise to solve its customers' most complex workflow challenges. Its culture of continuous improvement will be codified in the Veralto Enterprise System, which is derived from the Danaher Business System. Veralto will be headquartered in Waltham, Massachusetts, and intends to apply to list its common stock on the New York Stock Exchange under the symbol VLTO."

About The Role

Looking for an opportunity to grow our business by implementing powerful tools that enable and empower people leaders to attract, develop and enable the best diverse teams?

Your Responsibilities

The Talent Management Manager is responsible for driving talent development and engagement across the organization through talent analytics to guide better business decisions, talent planning (performance management, talent and organizational reviews, succession planning and internal movement), employee engagement, leadership development and learning and organization development and effectiveness. The team enables the organization and VERALTO People Leaders to develop, engage, retain and deploy the best talent to grow our business and grow great careers.

This position is part of VERALTO's global Talent Management Team and will work onsite at Waltham, MA.

The Talent Management Manager leads the execution of talent strategies for key enterprise functions to enable strong, enterprise succession planning and growing the leadership pipeline. This role serves as talent broker for senior leader functional talent in key functions. With a strong focus on bringing meaningful, best practice approaches to our talent management agenda across VERALTO and driving execution excellence and results deep into the organization, this role will deliver compelling approaches that translate into retention, greater visibility to talent and internal mobility, and strong, diverse talent pipelines for the future. This role will collaborate closely with a wide variety of stakeholders, like HR and talent teams at Opco, Platform, regional and Corporate level and Opco Presidents.

Your Experience

In this role, you will have the opportunity to:

Build Capability in HR and People Leaders to assess and develop talent

* Coach Platform and OpCo Talent and HR Teams on quality execution of functional talent planning and expanding the leadership pipeline in key functions
* Partner with HR to coach on quality execution of talent processes and capabilities (e.g., career coaching)
* Bring VOC & design input to regional, platform and enterprise processes, programs, metrics and initiatives and share best practices across the enterprise functional teams to drive results in functional talent management

Engage and Develop Talent

* Be a 'talent broker' for senior leader functional talent in close partnership with Platforms, OpCos and regions to build targeted talent relationships with key talent
* Champion internal search & open market with leaders and associates
* Lead chessboard process for assigned functions in partnership with HR to support movement and career growth across OpCos and Platforms
* Partner with Corporate and Platform HR to monitor state of talent in enterprise functions and associated succession plans, career plans and development plans
* Work with Corporate Leadership Development and Org Learning teams to identify functional competencies and learning needs to support functional development
* In partnership with OpCos and Platforms, identify nominees for Leadership Development programs

Understand Needs and Plan

* Partner with Corporate and Platform HR and enterprise functional leaders to lead annual Functional Talent Planning process for enterprise functions, like Finance and Legal
* Coordinate with Operating Company, Regional, Platform, and Corporate teams to define common and unique needs and plan for who will address those
* In partnership with enterprise functional teams and Corporate Talent Management, identify talent strategies/initiatives to address gaps and opportunities leveraging existing opco, regional, platform and enterprise initiatives where available

Provide Actionable Org & Talent Intelligence through Insights & VES Rigor

* Understand the business needs and strategy of the functional areas you support to identify the key talent issues
* Leverage data, dashboards, 'internal customer' voice and other qualitative data, bring insights and share with Corporate, Platform and OpCo TL for Pipeline Process and other talent planning tools/Process.
* Build capability and use appropriate VES tools (e.g. - Problem Solving PSP, Voice of Customer VOC, Standard Work SW and Total Process Improvement TPI) to drive impact and continuous improvement
* Act as D&I champion, ensuring a clear focus on representation, equity and inclusion in all talent work and interactions. Collaborate with D+I, TM and TA Leaders across VERALTO to advance talent processes, programs, tools to drive progress. Participate and collaborate with ARGs to deliver on our D&I commitment.
* Support and enable other Corporate Human Resource and/or enterprise Talent Management projects as needed. Join and lead Special Projects.
* Establish strong external network to bring in market insights to enable better decision making and continuous improvement of Talent planning processes.

Your Attributes

The essential requirements of the job include:

* Bachelor's Degree in Business, Human Resources, Sociology, Psychology or related field required; Master's preferred. Overall 7-10 years in Human Resources roles, including HR Generalist responsibilities.
* Minimum five-years' experience in Talent Management leadership roles. Subject matter expert in driving a talent agenda across functions, regions and stakeholder groups. Brings strategic insight to ensure a winning talent strategy and strength in execution to drive improvement in talent metrics. Ability to interface with all levels using discretion, confidentiality and solid judgment to navigate talent issues and drive change.
* Program Management - Disciplined and proficient at initiating, planning, executing, controlling and measuring large-scale initiatives with a distributed and diverse, indirect team to achieve specific goals and results.
* Analytical and Reporting Skills - Exceptional analytical and reporting skills. Tried strategic business partner, with an excellent sense of operations, as well as commercial activities and an appreciation for the interplay between the two competencies

It would be a plus if you also possess previous experience in:

* Change Leadership - Ability to inspire others into new ways of thinking and performing. Champions a vision, encourages other to commit, energizes the change process and removes barriers to change.
* Process & System Orientation - Skilled in thinking through "how" things are done and translating complex processes into a user-friendly operating model, technology system and set of tools to drive execution.
* Technical Skills - Strong command of Microsoft Office products: PowerPoint; Excel, Word and HRIS / Payroll systems including Workday.

When you join us, you'll also be joining Danaher's global organization, where 80,000 people wake up every day determined to help our customers win. As an associate, you'll try new things, work hard, and advance your skills with guidance from dedicated leaders, all with the support of powerful Danaher Business System tools and the stability of a tested organization.

Danaher Corporation and all Danaher Companies are committed to equal opportunity regardless of race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender identity, or other characteristics protected by law. We value diversity and the existence of similarities and differences, both visible and not, found in our workforce, workplace and throughout the markets we serve. Our associates, customers and shareholders contribute unique and different perspectives as a result of these diverse attributes.

The EEO posters are available here.

We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform crucial job functions, and to receive other benefits and privileges of employment. Please contact us at applyassistance@danaher.com to request accommodation.

If you've ever wondered what's within you, there's no better time to find out.

Manager Talent Planning (Hybrid) Veralto

Full-time House Supervisor Registered Nurse needed in Maine!. The Nursing Supervisor coordinates and organizes personnel and other resources to meet the patient care functions of the organization, in a cost effective manner.. Collaborates to provide crisis management, interpret policy and procedure, and assure timely and effective communication and collaboration between individuals and departments.. The Nursing Supervisor represents the organizational leadership across all venues on 24 hour basis and collaborates to make decisions an act on behalf of the leadership team.. Coordinates the organizational response during times of high census: collaborating with administrators and nursing directors, the Emergency Department, Surgery Department, Critical Care, Cath Lab and Inpatient Nursing Units.

House Supervisor

Full-time House Supervisor Registered Nurse needed in Maine! (Reference Code: KAM) Join a fantastic 80-bed hospital located on the southern coast of Maine. Currently seeking an experienced Nursing Supervisor. This is a Full Time (36hrs/wk) position working inpatient. The hours are 7pm -7am (3) 12hour shifts per week. HOUSE SUPERVISOR - FULL TIME NIGHTS Department: Medical Surgical Schedule: Full-time 36 hrs/wk Shift: Night shift 7PM-7AM The Nursing Supervisor coordinates and organizes personnel and other resources to meet the patient care functions of the organization, in a cost effective manner. Collaborates to provide crisis management, interpret policy and procedure, and assure timely and effective communication and collaboration between individuals and departments. The Nursing Supervisor represents the organizational leadership across all venues on 24 hour basis and collaborates to make decisions an act on behalf of the leadership team. Job responsibilities include: Assures the continuous and timely availability of urgent care, emergency, inpatient, and operative services to patients and families. Continuously monitors daily operations by integrating data from electronic systems, personal communication, and physical unit rounds to assure patient care effectiveness, efficiency and satisfaction. Assures the safety and quality of patient care by allocating and redirecting resources, considering care demands related to acuity, patient and unit requirements and staff skill mix. Coordinates the routine flow of scheduled, direct, and emergency patient admissions to efficiently place patients in the appropriate care location, maximize capacity, improve satisfaction of patients, families and referring providers. Coordinates the organizational response during times of high census: collaborating with administrators and nursing directors, the Emergency Department, Surgery Department, Critical Care, Cath Lab and Inpatient Nursing Units. REQUIREMENTS: Three (3) Years progressive management/leadership experience required (5) Years progressive management/leadership preferred. Previous experience as a Charge Nurse, Unit Coordinator or Director preferred. Current Licensure in the state of Maine as a Registered Nurse or Compact Licensure. Must be good standing with the Board of Nursing. Must have critical thinking, analytical skills, organization/time management skills and be able to communicate effectively. Offering competitive compensation and complete benefits. For more information, please submit your resume for review!<img src="https://www.jobg8.com/Tracking.aspx?GCPaR%2bsZiuuXNz8ZN5UqEgq" width="0" height="0" />

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