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As a People Analytics Senior Consultant, you willengage with clients to advance their people analytics capabilities across strategy, people, process, data and technology and to help them to deliver business-driven, actionable people insights across work, workforce and workplace topics (e.g., DEI, attrition, mobility, future of work, talent acquisition, compensation, performance management, etc.
$119,025 - $198,375 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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3rd party recruiting agencies must sign a standard Jensen Hughes agreement after being evaluated and accepted by a Human Resources or Talent Acquisition manager, or member of the talent acquisition team.
$65,000 - $75,000Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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An HR Data Analyst may work on various projects related to talent acquisition, performance management, employee engagement, diversity and inclusion, compensation and benefits, learning and development, and more.
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The job locations include Chantilly, VA. Education and Experience: A bachelor's degree and at least ten years of experience Active Top Secret/SCI with Polygraph Skills and Knowledge: Experience in cloud services such as AWS, Microsoft Azure, Google Cloud, IBM Cloud, or Oracle Cloud, including associated tools like EC2, EBS, S3, etc.
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Security Clearance Required: TS/SCI Full Scope PolyBlackstone Talent Group is a wholly owned subsidiary of Blackstone Technology Group, a global IT services and software firm that implements technological solutions across commercial industry verticals and the US Federal Government.
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Any third-party recruiting agreements for Legence and its affiliate companies may only be executed by Legence Holdings LLC’s CHRO or Director of Talent Acquisition, without exception. Legence, a Blackstone portfolio company, is an Energy Transition Accelerator™ that provides advisory services and implementation focused on financing, designing, building, and servicing complex systems in mission-critical and high performance facilities.
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Work closely with stakeholders such as HR, Payroll, and IT teams to ensure that Workday HCM meets business requirements and provides guidance and support to stakeholders on Workday HCM- related issues.
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We are looking for a Campus Recruiter to join our talent acquisition team in Reston, VA (Virginia)! Employees know our culture and approach to business are built on a desire to provide an environment for everyone to flourish.
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Buckeye Partners is currently seeking a Apprentice Terminal Operator 12-hr with 2+ years' related experience in terminal, pipeline or marine operations in the Oil & Gas Industry to join our team.
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OPSPro specializes in providing small businesses and government contractors with compliance and operational support including HR, Payroll, Accounting, Contracting, and IT. We hire experts in these areas who work with our clients to provide the part-time, expert services they need but are not ready to hire for at this point.
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Position Description: CGI Federal has an exciting opportunity for a Sr. Okta Engineer supporting a shared services project – part of our CDM DEFEND program. Position Description: CGI Federal has an exciting opportunity for a Sr. Okta Engineer supporting a shared services project – part of our CDM DEFEND program.
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IMPACT YOU WILL HAVEThe Software Engineer, Oracle EBS Apps will support and build enhancements within the company’s financial and HR systems landscape that includes ERP systems, COTs integration, Web applications/web services, mobile applications and integration frameworks as well as provide technical support to internal business customers.
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The USGS ESP connects experienced workers (age 55+) to provide scientific, technical, and administrative services in support of the USGS mission. The United States Geological Survey (USGS) Experienced Services Program (ESP) was established to create a unique partnership to help solve the workforce issues facing government agencies.
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As a key contributor within the MDA work program, the individual selected will provide the Program Office, vendors, other FFRDC/UARC partners, and MITRE with implementation guidance for the Digital Transformation Effort, spanning programmatic, technical, acquisition, and sustainment functional areas, enabling the sponsor to accelerate acquisition and improve readiness of the Aegis BMD high velocity and high integrity weapon system.
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No experience requited, hiring immediately, appy now.
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talent acquisition hr shared services jobs Title: business partner Company: Cvs Health in Reston, VA
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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.
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).