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Experience providing training, presentations, or seminars QualificationsBachelor’s degree from an accredited college or university which has included major course work in Information Systems, Geographic Information Systems (GIS), Geography, Urban Planning, Natural Resources (analytical focus), Statistics, Computer Science, or Civil Engineering.
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Our Targeted Case Manager are responsible for assisting consumers in making full use of natural community supports in addition to all available mental health services which will enable the consumer to live a stable, healthy and safe life in the community of their choice.
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Required Experience Bachelor’s degree in transportation planning, urban planning, regional planning, environmental planning or natural science, geography, public policy or administration, landscape architecture, engineering, economics, or other closely related field.
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The Faculty of Arts and Sciences are the largest academic unit at Rutgers-Camden, delivering a wide array of degree programs at the baccalaureate, master's, and doctoral levels in the humanities, natural sciences, social sciences, and fine arts.
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Assess the students’ need for services and supports and coordinate the connection to relevant departments for enrollment and financial aid issues, academic advising and educational support services, counseling, 4-year transfer opportunities and career development resources and basic needs resources and supports.
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Utilizing deep know-how developed since the inception of the deregulated energy markets, CES provides accurate & timely analysis on regulatory changes, market opportunities, and operational efficiencies for electricity and natural gas commodities.
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The Case Manager will work with community resources such as schools, DPW and SSA, mental health and drug and alcohol programs, children and youth services, adult and juvenile probation, payers and the Office of Behavioral Health.
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Lawyers in the Housing Unit engage in non-litigation focused advocacy, including policy, administrative and legislative advocacy and racial justice initiatives, as well as organizing and teaching community and professional education sessions on a variety of issues, including lead paint elimination, domestic violence, criminal records, federal housing policy, tenant eviction laws, preservation of affordable housing, etc.
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Released by the Kroc Center Human Resources Department 1/8/2024. Human Resources Department. Position Description: The Piano Instructor gives Piano Instruction to members of the Philadelphia Kroc Center, teaching proper methods, and usage and maintenance of supplies and equipment.
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The TRIO Upward Bound Program at the Community College of Philadelphia is in search of an experienced, energetic English instructor to facilitate a 5-week introductory composition or literature course.
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The Senior Human Resources Business Partner (Senior HRBP), Anthropologie Group is a strategic and tactical advisor to Anthropologie leadership and line managers with regard to all Anthropologie people matters.
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Operating as the Aqua (water and wastewater services) and the Peoples and Delta (natural gas) brands, Essential serves approximately 5.5 million people across 10 states. Our company is one of the most significant publicly traded water, wastewater service and natural gas providers in the U.S.
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Our 2023-26 Sustainability strategy, called Roots of resilience , focuses on protecting natural ecosystems, addressing climate change, and embedding sustainable practices across our operations.
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DESIRED QUALIFICATIONS:Experience working with or knowledge of natural resource management agencies and regulatory agencies (e.g., Federal Energy Regulatory Commission, U.S. Army Corps of Engineers, etc.
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The position will require coordination with internal project team members across several NV5 offices, including structural, geotechnical, traffic, and water resources engineers, as well as planners and landscape architects.
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natural resources community jobs in Philadelphia, PA
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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.
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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?
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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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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).