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Significant work experience in human rights or social sustainability within the private sector, with a good understanding of the US specific challenges and landscape Business & Human Rights standards and where they sit within the global geopolitical and economic landscape.
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This role is responsible to communicate, partner, and collaborate with all Hackensack Meridian Health's team members and vendors. The Pension Analyst is responsible for the coordination of all pension determinations, audits, and reporting obligations as well as administering the day-to-day administration of the Defined Benefit pension plan and Defined Contribution plan activity.
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Specialized experience for this position includes: Experience with entry-level human resources assignments that include analyzing problems to identify significant factors, researching and gathering pertinent data, and recognizing solutions; experience planning and organizing work, and communicating factual and procedural HR information clearly, verbally, and in writing.
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Proven success in healthcare recruiting - Clinical & Allied including but not limited to APRN, RN, LPN/LVN, Director level, OT/PT, SLP, Techs, Medical Lab & Diagnostic Imaging professionals. Undergraduate degree preferred in Business, Marketing, Management, Communications, Public Relations, Healthcare Administration or Licensed RN.
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Executive Director GPS Business Continuity Management. Certification: Certified Business Continuity Professional (CBCP) - strong desire. The Head of GPS Business Continuity will be the GPS business unit executive at the BMS Enteprise BCM PMO.
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The Technical Director, Supply Chain Solution Architecture will be responsible for designing and implementing supply chain planning solutions using SAP S/4, Kinaxis Rapid Response, and/or IBP that meet the needs of our business.
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Must be proficient in several of the following technologies and tools: UML, Rational Rose, RUP, Doors, JAD, Agile, Scrum, Visio, Requisite Pro, BPM, WinRunner, LoadRunner, Test Director, Quality Center, QTP, Selenium, SQA, Rational Tools, MS Word, MS Excel, MS PowerPoint, MS Projects, VBA.
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Summary: The Architectural Sales Director will be responsible to develop MSI’s A&D business/team in the NJ/NY area and eventually lead a team of high-performing architectural sales representatives, providing guidance, support, and coaching to enhance individual and collective sales performance.
$110,000 - $160,000 a yearFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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The Boggs Center is New Jersey’s University Center for Excellence in Developmental Disabilities Education, Research and Services (UCEDD, AUCD & AAIDD) and Leadership Education in Neurodevelopmental Disabilities program (NJLEND), federal designations of the US Department of Health and Human Services, Administration on Community Living and the Maternal and Child Health Bureau/HRSA, respectively.
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Reporting to the Director of Research Support, under the Associate Vice President for Advanced Research Computing, the Senior Scientist engages in local outreach on the Rutgers campuses (Rutgers Biomedical and Health Sciences, New Brunswick, Newark and Camden) to identify potential new users of research computing and data resources.
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This position reports to the Senior Director of Indirect Procurement and is responsible for developing and implementing category management strategies and procurement processes specifically for Capital and MRO-related categories, ensuring optimal cost efficiency, supplier relationships, and operational effectiveness along with promoting collaboration across categories and business.
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We are seeking an experienced and dynamic Associate Director to lead our in vivo CAR-T cell therapy program. This individual will report to the Executive Director in R&D. This position will play a pivotal role in shaping our in vivo CAR-T cell therapy program.
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You are responsible for higher-level strategic agile transformation planning and line of business consulting to establish disciplined, effective agile ways of working. Agile Product Management and portfolio-level business operations, strategies and objectives.
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Collaborate with J&J and Legend Biotech IT business partners to ensure a lean, agile, and right-first-time implementation of ERP / TranSCend within Cell Therapy manufacturing. Build the MAKE business vision for our ERP platform and sit on the TranSCend IM Transformation Program team, representing Raritan Cell Therapy manufacturing.
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The HR Business Partner (HRBP) is responsible for assisting in aligning human resources practice with business objectives within designated business units.
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business human resources hr director jobs Title: human resources business partner in Middlesex, NJ
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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).
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.