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This position will be part of the Legal Department and will report to the Senior Paralegal, Manager, as well as indirect reporting to the General Counsel, Executive Vice President, and Senior Associate General Counsel, VP President.
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This position reports to the Senior Director of Integrative Health and Wellbeing who reports to the Vice President of Integrative Health and Wellbeing. The incumbent is also responsible for taking direction from the Vice President of Integrative and Health and Wellbeing or their representatives in completing projects or performing duties deemed necessary for the branch or associations success.
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We provide distinctive metal and glass solutions for enclosing commercial buildings, and glass and acrylic solutions for picture framing and display applications.
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As a Regional Sales Director (RSD), you will work alongside an external wholesaler (Regional Vice President) to increase RiverSource Insurance product sales through the Ameriprise Financial Advisors channel.
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This position will serve as a senior member of the HR leadership team, reporting to the Chief Human Resources Officer (CHRO). A Juris Doctorate may substitute for three years of professional human resources experience.
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Prepare Hydraulic/Hydrology studies, drainage reports, design documents, and design plans and specifications for water resources projects. Support our growing water resources practice and will require working with multi-disciplinary teams for a variety of existing and new public and private clients.
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Designs wiring harnesses; performs layout drawing and checking of schematic diagrams as supplied in rough form by electrical engineering; makes wiring diagrams from schematic diagrams (vice-versa.
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The role of an intermediate civil or water resources engineer is to work independently on smaller projects and as a team member of larger projects under the guidance of a senior engineer/designer.
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If you are a retiree currently receiving PERA pension payments, please contact Human Resources at. Areas of employment include finance, engineering, law enforcement, fire safety, parks and recreation, forestry, public works and utilities, community development, sports and fitness, arts and preschool education, etc.
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Regions Hospital in St. Paul is seeking an experienced Benefits Analyst to join the Human Resources team. Education: Bachelor's degree in human resources, communications, or related field.
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The role is a direct report into the VP of Partner & Alliances, Field Execution for the Americas with dual accountability to the Manufacturing Industry Vice President of Sales for the Americas.
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They will be both a subject matter expert and strategic Human Resources business partner - able to influence at all levels of the business. As a Human Resources Director, you will be responsible for overseeing the recruitment, training and engagement of the people who create unforgettable experiences for our guests.
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We have received numerous awards and accolades, including Inc. Magazine Best in Business Gold Medal award in 2021, and JMP Securities Top 50 Private Companies in Insurtech in 2022.
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Work closely with District and Store Management, Human Resources, Legal, Operations and Control on all relevant Asset Protection and Shortage Control matters. If you are interested in advancing your asset protection career with one of the largest and fastest growing off-price retailers in the nation, join the Burlington Stores team as a District Asset Protection Manager.
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Volunteers of America Minnesota is a nonprofit health and human services organization that annually serves more than 25,000 children, adolescents and their families, older adults, students, persons with disabilities and special needs, and adults completing incarceration.
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vice president human resources jobs Title: data science in St Paul, MN
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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.
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.