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Capital One is open to hiring a Remote Employee for this opportunityBasic Qualifications:At least 6 years of experience leading technology delivery programsAt least 6 years of experience building and managing teams in an Agile environmentAt least 2 years of people leadership experienceAt least 3 years of experience with Microsoft Office or G SuiteAt least 1 year experience with cloud computing (AWS, Microsoft Azure, Google Cloud)Preferred Qualifications:Bachelor.
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Currently enrolled in a Ph. D. degree program in Chemistry, Chemical Engineering, Mechanical Engineering, Material Science, Polymer Science, Computer Science, Mathematics/Statistics, Operations Research, Data Science, or other related disciplinesReliable attendance is an expectation of every Dow employee, therefore reliable transportation (if the internship is in-person) is required.
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The position reports to the Director of Ethics & Compliance Investigations and will work with the Ethics & Compliance team, HR, Legal, Internal Audit, and outside counsel to implement and execute an effective investigations program, including the continued development of the Company’s investigations framework and reporting process.
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Our Finance Senior Leadership Development Program is a rotational program designed to create future finance leaders through a variety of assignments designed to advance leadership and grow technical skills.
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Employee Assistance Program. The Benefits Administrator will take the lead in areas of employee benefit administration. Administering all aspects of the leave of absence program, including but not limited to FMLA, ADA, state leave laws, and company-specific policies.
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The program enables the warfighter to utilize state-of-the-art technologies like Software Defined Radios (SDRs), high powered Radio Frequency (RF) Digital Signal Processing (DSP) hardware (HW), and modern DevSecOps best practices to achieve their goals and dominate the RF spectrum.
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Employee Assistance Program to support mental health. The Infection Preventionist (IP) is responsible for the nursing center's Infection Prevention and Control Program (IPCP) and functions as a practitioner, resource, consultant, educator and facilitator for staff in multiple locations focusing on the following areas: Infection Prevention & Control Activities, Outcome & Process Surveillance, Outbreak Management, and Employee Health.
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QualificationsEducationGraduate of an accredited program required for RN. BSN preferred; or MSW/BSW with licensure as required by state regulationsLicenses/CertificationHealthcare professional licensure required as Registered Nurse, or Licensed Clinical Social Worker (LCSW) or Licensed Social Worker (LSW) if required by state regulations.
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Job Types: Full-time, Part-time, Temporary Salary: $11.00 - $13.00 per hour Benefits: Dental insurance Flexible schedule Health insurance Referral program Vision insurance Schedule: 10 hour shift 12 hour shift 8 hour shift Choose your own hours Day shift Evening shift Monday to Friday Night shift Overnight shift Work Location: In person Powered by JazzHR.
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This encompasses support for working families, which may include backup dependent care, adoption assistance, infertility coverage, family building support, behavioral health solutions, paid parental leave, and paid caregiver leave.
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Employee Assistance Program (EAP) including free counseling and health coaching. Wellness program featuring fitness memberships and product discounts. Eligibility for perks and benefits varies based on employee type and length of service.
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Diplomas from non-U.S. educational institutions must include professional documentation/evaluation that the non-U.S. educational program is equivalent to or exceeds U.S. educational requirements; documentation is required prior to becoming an employee.
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Process Architecture, Process Design, Engineering, Construction, Commissioning, Qualification, LEAN Project Delivery, Strategic Master Planning, Energy Conservation Management, Project Controls, Program/Project Management, Operations/Logistics Strategy and Planning, EPCMV and Staffing Services.
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2,500 SIGN ON BONUS PLUS AMAZING benefits with NO WAITING PERIOD including no mandate to stay over for shift coverage, Daily Pay, tuition reimbursement for LPN and RN programs, referral bonuses, uniforms, employee discounts with Verizon, Costco, Disney & more, employee appreciation events, EAP, dental, vision, company paid life insurance, paid time off and more for our part-time staff.
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Travel Reimbursement: Store-to-store drive time and mileage assistance. Training: Paid training time is provided to prepare you for program success. Clients: Represent innovative, global clients such as Microsoft, Samsung, T-Mobile, Dyson, Bose, Intel, and many others.
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employee assistance program jobs Title: shift lead supervisor in King Of Prussia, PA
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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.
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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.
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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.