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Nelnet Business Services (NBS), a division of Nelnet, Inc., provides payment technology, education services, and learning management solutions to education and faith-based organizations, serving more than 1,300 higher education institutions, 11,500 K-12 schools, 3,500 churches, and millions of individual students, families, and supporters across the globe.
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Coordinate the career and learning development plan of the Organization, ensuring alignment with the People Strategy and the UN System Leadership Framework’s action in leadership characteristics: impact, transformational change, systems thinking and co-creation.
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Ensure compliance with all federal, state, and agency regulations affecting and related to academic programs, such as the Higher Learning Commission, FERPA, NCAA, the Oklahoma State Regents for Higher Education, specialized accreditation programs, and the State Accrediting Agency and Veterans Affairs.
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Provide systems administration for Learning Management (LMS) and Learning Content Management System (LCMS) application. Serving federal, state, & local government clients as well as public higher education institutions, our team of over 15,000+ professionals brings fresh perspective to help clients anticipate disruption, reimagine the possible, and fulfill their mission promise.
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Performs additional duties to include, but not limited to assisting with education and training facility management, automated data processing equipment and software control, computer security, disaster preparedness, environmental and hazardous compliance, dignitary briefings, and building upkeep/security.
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Organization Transformation can occur at the enterprise, business unit, or functional level, involves both employers and providers across the Human Capital ecosystem, and requires a combination of change management actions to execute the transformation.
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Experience with providing training & development services to a federal sector client. Set up pilot/training regions for training including maintaining or reloading training data and provide training to new administrators.
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Develop and maintain training curriculums, training materials, and training plans for various employee groups. 6 years of experience in LMS/LCMS administration and helpdesk support.
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We collaborate with clients to evaluate the nature of work, how the composition of the workforce will evolve to meet business needs, and how to activate next generation leaders, learning, skills, and incentives for the future.
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A Bachelor's degree (or higher) in Early Childhood Education, Child Development or related field (will consider an Associates degree or higher with relevant management experience.
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Education and Experience : Bachelor's Degree or higher, in Business or Public Administration, Human Resources, Organizational Development, social/behavioral sciences or a related field and eight (8) years of progressively responsible professional experience in human resources, program administration, organizational training, learning and performance management or risk management oversight that includes four (4) years of supervisory or managerial experience in a public service organization.
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As the regional hub of higher education, Sacramento State is dedicated to learning and student success; teaching, research, scholarship and creative activity; justice, diversity, equity and inclusion; resource development and sustainability; dedicated community engagement, and wellness and safety.
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A minimum of 5 years of experience in educational program management, curriculum development, or a related role, preferably within the specific educational sectors (e.g., higher education, K-12, vocational training, and/or healthcare settings.
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QUALIFICATIONS: Experience in writing and/or editing technical documentation Strong knowledge of instructional design principles, practices, and theories Experience in creating and providing faculty training Experience in timeline and project management Knowledge of web accessibility requirements Preferred: Blackboard certification credentials Preferred: 3 years of recent experience working as a Blackboard Learn System Administrator.
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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.
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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.