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Idaho National Laboratory is hiring a Department Manager - Computational Mechanics and Materials to work in our Computational Mechanics and Materials department. Manager of the Computational Mechanics and Materials Department within the INL Nuclear Fuels and Materials Division.
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Pay: Bi-weekly / On-Demand We are an equal opportunity employer and value diversity at Bi-Mart. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
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We are an equal opportunity employer and value diversity at Bi-Mart. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
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The Virginia Department of Transportation (VDOT) is an Equal Opportunity Employer by both policy and practice. VDOT's Fredericksburg District has exciting an opportunity available in its Construction Department.
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Equal Opportunity Employer: GracePoint Church is an equal opportunity employer and makes employment decisions on the basis of merit. Position Summary: The Facilities Manager is responsible for overseeing the repair, maintenance, and upkeep for GracePoint Church, including its properties and facilities.
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U-Haul is an equal opportunity employer. Under the direction of the Materials Planning Manager, the Senior Materials Planner coordinates manufacturing and repair material requirements between the U-Haul Technical Center, Distribution Center, and Manufacturing Plants.
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The Produce Department Manager provides leadership and direction to Department associates to promote a culture reflective of The Save Mart Companies mission statement and winning behaviors.
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Handles all customer complaints in a friendly and pleasing manner and reports any condition to VP-Product Support, other department heads, or senior management, as the case might deem necessary.
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In these facilities, the Sterile Processing Department is a central part of that mission, and the Sterile Processing Manager is the leader. We are not only committed to this policy by our status as a federal government contractor, but also we are strongly bound by the principle of equal employment opportunity.
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It is the policy of Supermicro to provide equal opportunity to all qualified applicants and employees without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected veteran status or special disabled veteran, marital status, pregnancy, genetic information, or any other legally protected status.
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For more information, please visit the following pages: Illinois Department of Children & Family Services (DCFS) Illinois Abused and Neglected Child Reporting Act DePaul University is an Equal Opportunity / Affirmative Action employer.
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Fluor Marine Propulsion is an Equal Opportunity Employer (Veterans/Disabilities) Committed to Workplace Diversity. The Naval Nuclear Laboratory is operated for the U.S. Department of Energy (DOE) by Fluor Marine Propulsion, LLC (FMP), a wholly owned subsidiary of Fluor Corporation.
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It is the policy of UMass Amherst to comply with the applicable federal and state statutes, rules, and regulations concerning equal opportunity and affirmative action. Graduate Programs Services Manager (Hybrid Opportunity.
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PacifiCorp is proud to be an equal opportunity employer. Responsibilities In conjunction with engineering department, develop construction sequence and protection plan CSPP and maintain CSPP throughout project lifecycle.
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International Autos is an equal opportunity employer that is committed to diversity and inclusion in the workplace. An Automotive Used Car Sales Manager is primarily responsible for purchasing used vehicle inventory and marketing it effectively.
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equal opportunity department manager jobs Title: senior project manager in Raleigh, Nc West Area
FEATURED BLOG POSTS
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.
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).