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Experience with Virtualized Desktop Infrastructure, e.g., Citrix ZenDesktop, and/or VMware Horizon Large on-premise storage engineering and administration experience with NetApp, Dell/EMC, Pure Storage, etc.
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12+ years of experience as a Human Resources Business Partner, Consultant, Strategist or Specialist including experience with Associate or Employee Relations, Change Leadership, Talent Acquisition, Compensation, Talent Management, Organizational Development, Employment Practices, or Employment Law.
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The primary areas of human capital focus include talent management, organizational effectiveness, employee retention (driving down the attrition), employee outreach & engagement, workforce planning and forecasting, development of employees that increases the capability of our workforce, and internal talent mobility.
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SOSi recently launched its Veteran Outreach Program dedicated to connecting military talent with challenging, yet rewarding careers at SOSi. We believe our company is strengthened and our customers are better served by the presence of veterans on our teams.
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Developing and maintaining PRA models for internal and external hazards (e.g., Fire, High Winds, Seismic PRA), with a focus on optimizing models for risk reduction and performance times. 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.
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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. Work with the ESG Rotational Program staff and Data Services Team to complete work on time.
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On the HR Consulting team reporting to VP, HR Consulting you will lead strategic planning and execution for talent development, management, and organizational design within the Human Resources and Hilton Supply Management (HSM) Organization.
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Learning & Development: LinkedIn Learning access; internal Talent Marketplace with opportunities to work on projects cross-company; Ten Thousand Coffees Thomson Reuters café networking. Remains up to date on current legal and regulatory AML/BSA requirements.
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The process diverts money already being spent on utilities and directs it into facility upgrades, covering scope development, design, bidding, construction management, commissioning, measurement and verification, and even ongoing energy management services.
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Final compensation may vary based on factors, including but not limited to, responsibilities of the job, education, experience, knowledge, skills, and abilities, geographic location, internal equity, alignment with market data.
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Monitor and report on the health of the CFs, perform data analysis on fill rates, strength, talent pipeline, and anticipated attrition, Utilize “Career EXPLORER” and associated talent development tools’ quantitative and qualitative data with myHR and other Agency HR Information System data to conduct strategic workforce analytics, including strategic talent acquisition, assignment and placement, and talent continuity.
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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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Growth and Opportunities: We bolster personal and professional development, offering myriad opportunities, from on-the-job training to mentorship programs and financial support, to help you reach your full potential.
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Our MDR service uses an impact-driven mindset to focus efforts on effective solutions, encouraging personal and technical innovation within the SOC. MDR provides 24/7/365 monitoring, threat hunting, incident response, and more with a focus on endpoint detection and behavioral intelligence.
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Position Description: On-Premise Mid-Level Cloud Engineer ZTI is seeking an experienced Mid-Level Cloud Engineer to work as a member of a team managing and maintaining multiple coalition Mission Partner network enclaves in support of the DoD community.
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talent on jobs Title: materials management Company: Merck in Vienna, VA
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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).
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.