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Certified Information Systems Security Professional (CISSP), Certification in Certified Intrusion Analyst (GIAC), Continuous Monitoring (GMON), Certified Ethical Hacker (CEH) or equivalent.
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Information Systems Manager II $ 106,699.00 $ 144,135.00. Information Systems Manager IV $ 101,684.00 $ 141,658.00. Information Systems Director V $ 124,044.00 $ 161,791.00.
$176,567 a yearFull-timeExpandApply NowActive JobUpdated 29 days ago - UpvoteDownvoteShare Job
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Utilize the hospital and Radiation Oncology EMR systems to record patient treatment delivery, document patient positioning information, and communicate any pertinent information regarding the patient’s care coordination.
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Knowledge of Social Assistance Management Systems (SAMS) and Home and Community Service Information Systems (HCSIS) is helpful, and Spanish speaking skills are a plus. Job Description A full-time Investigator / Case Worker position is available with Liberty Healthcare and the Pennsylvania Department of Human Services Adult Protective Services Program.
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Bachelor's degree in Computer Science, Engineering, Information Systems, or related field/work experience. Owns the design and development of technical specifications, software fixes, enhancements, components, and/or new software systems and applications.
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This role will report to the Assistant Deputy General Counsel, Privacy and Legal Information Security and will support Comcast Cable's global privacy and information security, and Artificial Intelligence (AI) programs by providing excellent legal counsel and subject matter expertise.
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The position is offered by SMR LLC as a member of the Holtec International family, a global turnkey supplier of equipment and systems for nuclear, solar, geothermal, and fossil power generation sectors of the energy industry.
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Reporting directly to the CEO, the Executive Vice President, Operations will be responsible for providing overall operational direction to select shared services including Information Technology, Digital Strategy, Audience Development, and Advertising Operations.
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Design and Implement Authentication and Authorization frameworks to protect systems and information. As a member of the Information Services Department, the Identity & Access Management (IAM) Engineer will be responsible for managing Security Projects and Initiatives, implementing and maintaining Authentication and Authorization Frameworks, design and implementation of Lifecycle and Access Strategies leveraging the IGA tool to implement the Firm’s Information Security policy as well as industry best practices.
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At Wells Fargo, we believe in diversity, equity and inclusion in the workplace; accordingly, we welcome applications for employment from all qualified candidates, regardless of race, color, gender, national origin, religion, age, sexual orientation, gender identity, gender expression, genetic information, individuals with disabilities, pregnancy, marital status, status as a protected veteran or any other status protected by applicable law.
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Minimum 3 years' experience in managing SAP security and SAP GRC Access & Process Control for the client's SAP landscape (across development, quality assurance, sandbox, training and production systems.
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Naval Air Systems Command (NAVAIR) is working in collaboration with the Department of Defense Naval Post Graduate School (DoD NPS) to offer a scholarship for service program for recent STEM graduates from a Historically Black College/University or Minority Servicing Institution (HBCU/MSI) to pursue a graduate degree.
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Docket Management: Maintain and manage patent docketing systems to track deadlines and ensure timely responses to office actions, maintenance fees, and other critical dates. Proficiency in patent docketing systems and legal research tools.
$100,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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This role will report to Deputy General Counsel, Legal Privacy and Information Security, and will support the legal team that advises Comcast Cable's consumer services, human resources, and global product organizations by providing excellent legal counsel and subject matter expertise.
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Founded in 1997 by University Professor Cao Renxian, Sungrow leaders in the research and development of solar inverters with the largest dedicated R&D team in the industry and a broad product portfolio offering PV inverter solutions and ESS for utility-scale, commercial & industrial, and residential applications, as well as internationally recognized floating PV plant solutions, NEV driving solutions, EV charging solutions, and renewable hydrogen production systems.
$40 an hourFull-timeExpandApply NowActive JobUpdated 1 month ago
information systems jobs Company: Wells Fargo in Camden, NJ
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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).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.