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The manager is responsible for assisting all aspects of the entry-level non-partner lawyer recruiting functions and works closely with the Hiring Committee, diversity, equity, and inclusion professionals, and other internal constituents to support broader firm projects related to the recruiting, development, and retention of legal talent.
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The successful candidate will have business analyst experience gathering requirements, designing, delivering, and supporting business transformation using Workday in areas of HCM, Compensation (including Advanced Compensation), Performance & Goals Management, Talent Management, Benefits, Absence Management, Recruiting, and System Security.
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Skills: Experience with Oracle Cloud HCM Platform including Core HR, Recruiting, Compensation, Benefits, Payroll (includes ADP), and Talent Management preferred. This individual will serve as a point-of-contact for the Human Resources (HR) functional areas and assist users with system functionality, ensuring data integrity, testing of system changes, production support, project management, training, analyzing data flows for process improvement opportunities, and other administrative HRIS needs to ensure successful integration with downstream systems.
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Our services include comprehensive campaign program planning, the most effective, highest quality turn-key canvass programs, professional GOTV and community outreach training programs, and modules, voter and specific audience targeting, goal setting, analytics, data management, recruiting, and training highly experienced talent to run large scale GOTV and community outreach programs.
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Desire and willingness to learn Talent Management/Recruiting, Compensation, Performance Management, employee learning and development processes, and HRIS systems (Taleo/Oracle, Oracle Fusion, Peoplesoft, Success Factors.
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Primary duties involve leveraging talent data to develop comprehensive workforce insights related to key talent areas such as employee engagement, performance management, workforce planning, capacity and demand planning, experience management, DEI and recruiting.
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Able to learn new things such as reading metrics for data analysis and to improve future work. Our team is made up of highly experienced campaigners, strategists, data experts, recruiters, and community organizers.
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Serve as a subject matter expert for TE data management including general data flow, administration, maintenance, data integrity, security, reporting, project management and customer support and act as technical advisor to the TE Team.
$137,425 a yearFull-timeExpandApply NowActive JobUpdated 16 days ago - UpvoteDownvoteShare Job
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Commitment to diversity, inclusion, and equity and an ability to manifest that in management style. Ability and familiarity with downloading and using smartphone applications such as mapping, time clocks, data capture, and communications.
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You will work collaboratively with the leadership of other functions in our Southern offices as well as other firm functions, including people legal, immigration legal, payroll, talent management, recruiting, compensation and professional development (PD.
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This position provides HR support to management and employees in the following areas: HR policy, benefits, compensation, employee relations, recruiting support, and onboarding, as well as subject matter expertise relative to administrative, transactional processes, and data integrity.
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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.
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If you’re like most of us, you’d love to be wealthier. Having more money would alleviate stress. It would make it easier to pay your bills and buy nicer things. Maybe it’d allow you to spend more time with your kids and go on more vacations. You’re not alone if you wish you could somehow earn a more significant income.