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Oversee the People Operations pillar of the People Team; inclusive of our full tech stack, our HRIS (Workday), People Analytics, and the myriad of additional benefits platforms we manage.
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Senior Manager, People Analytics page is loaded Senior Manager, People Analytics Apply remote type On-site locations 85 Challenger Rd., Ridgefield Park, NJ, USA time type Full time posted on Posted 7 Days Ago job requisition id R90061 Position Summary.
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The VP, People Strategy & Planning plays a unique and confidential role in supporting the CPO in the development, communication and delivery of the HR strategy and roadmap, grounded in PVH strategy.
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The VP, People will report to the Chief Impact Officer and Co-Founder. We are steadfast in our commitment to our core values and our VP, People will be responsible for upholding them. In partnership with the People Team and senior executives, the VP, People will lead compensation, benefits, recruitment, training and development, DE&I initiatives, people/HQ operations and employee engagement.
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Represent ALP’s mission publicly on local, state, national and international levels as appropriate to: LGBTSTGNC People of Color communities at-large; People of Color, LGBTSTGNC, Immigrant, Migrant, Refugee, communities with Disabilities and HIV/AIDS communities; funders and other relevant organizations, networks and coalitions as well as in organizing/public policy environments and to the media.
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The Chief People Officer for MetroPlusHealth is a member of the executive leadership team, and is responsible for providing leadership and advisory services with regards to leadership, coaching, employee engagement and relations, talent acquisition, development and retention, culture, compensation, organizational design and change, organizational and performance management, training and development, and diversity, equity and inclusion.
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Chick-fil-A Murfreesboro seeks to be a place of restoration, for all people, Sandwich by sandwich and smile by smile. Chick-fil-A’s founder, Truett Cathy said, "We’re not just in the chicken business, we’re in the people business.
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We value diversity, transparency and smart humble people who enjoy building a disruptive business together. We actively invest in the growth of our people and the strengthening of our communities.
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We strongly encourage women; Black, Indigenous, and People of Color (BIPOC) individuals; LGBTQ+ individuals; people with disabilities; people of all ages and religion; members of ethnic minorities; foreign-born residents; and veterans to apply.
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Total Rewards: Compensation Analyst, People Operations Associate, Benefits Manager, etc. What you’ll love about us: We are a team of smart, interesting, diverse, funny, and loving people.
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People of color, people with disabilities, and lesbian, gay, bisexual, and transgender people are encouraged to apply. From homelessness prevention in Staten Island to supportive housing in the Bronx; from employment training in Manhattan to after school programs and college access in Brooklyn; from family shelter and support in Queens to increasing affordable housing across the city, CAMBA provides holistic services to help struggling New Yorkers stabilize their lives and become self-sufficient.
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The F&B Venue Manager is in charge of the day to day management and results of the F&B Venue, including: delivering the F&B strategy, Revenue Generation, Cost Control, People Development, Quality Control, Daily Cash Reconciliation, Health and Safety standards, Execution of events, and Ensuring the F&B operation is profitable.
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The International Rescue Committee (IRC) responds to the world's worst humanitarian crises, helping to restore health, safety, education, economic wellbeing, and power to people devastated by conflict and disaster.
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We strongly encourage people of color, lesbian, gay, bisexual, transgender, queer and non-binary people, veterans, parents, and individuals with disabilities to apply. We strongly encourage people of color, lesbian, gay, bisexual, transgender, queer and non-binary people, veterans, parents, and individuals with disabilities to apply.
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Your role will involve working with people suffering from Postpartum Depression, Postpartum Anxiety, Postpartum OCD, Perinatal loss, and non perinatal mental health. Valid license or certification as a LGSW, LGPC, LCSW, LICSW in DC and/or Maryland.
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people job Company: Sarasota Herald Tribune in Bronx, NY
FEATURED BLOG POSTS
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.