- UpvoteDownvoteShare Job
- Suggest Revision
The RJEI HR Manager develops and implements initiatives and programs that foster justice, equity, and inclusion throughout the organization. Demonstrated leadership and practical understanding of racial justice, gender justice, equity, diversity and inclusion principles.
Full-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
Support for Equity and Inclusion related special projects. Reporting to the National Director, Equity & Inclusion, the Coordinator handles member inquiries, complaints and allegations related to unlawful discrimination and harassment and also supports New York Local based programming and engagement activities.
Full-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
- Suggest Revision
PIMCO follows a total compensation approach when rewarding employees which includes a base salary and a discretionary bonus. Base salary is the fixed component of compensation that is determined by core job responsibilities, relevant experience, internal level, and market factors.
$125,000 - $145,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
This is an exciting opportunity to be involved with an organization focused on lowering the barriers to a successful reentry for returning citizens, racial justice, and diversity, equity and inclusion.
Full-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
- Suggest Revision
DCAS’ Citywide Equity and Inclusion (CEI) provides critical guidance and support to all city agencies to ensure the proper implementation and adherence to federal, state and city mandated workplace non-discrimination policy and procedures, including responsibilities under the New York City Charter and promulgated by the citywide EEO Policy: The City of New York Equal Employment Opportunity Policy.
$140,000 - $150,000Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
The anticipated base salary range for this position is $175,000 to $225,000 and is not applicable to locations outside of the U.S. The base salary range represents the low and high end of the salary range for this position.
Full-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The minimum salary for the Audit SOX Manager position is $110,000 per year and the maximum salary for the Audit SOX Manager position is $145,000.00 per year. Diversity, equity and inclusion (DE&I) are more than just values—they're a competitive advantage.
$110,000 - $145,000 a yearFull-timeRemoteExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The compensation package for a Structured Finance Manager typically includes a competitive base salary, performance-based bonuses tied to transaction success and financial performance, and potentially equity incentives or profit-sharing.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Gas Plant Maintenance Manager - Chehalis, Washington - 111618 Date: Jul 10, 2024 Location: CHEHALIS, WA, US, 98532 Company: PacifiCorp Join Our Team PacifiCorp is seeking customer-centric candidates to grow and sustain our commitment to a culture of customer service excellence, environmental sustainability and diversity, equity and inclusion.
$115,900 - $136,300 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
EVERSANA, Deployment Solutions, offers our employees on this team competitive compensation (base salary plus quarterly bonuses), a fleet vehicle package, paid time off, company paid holidays, excellent training, employee development programs, 401-k plan with an employer match, and an incredible list of comprehensive employer benefits that includes medical, dental, and vision insurance along with a whole host of other valuable programs.
Full-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
- Suggest Revision
As we work to weave diversity, equity, and inclusion into our work and foster a sense of belonging throughout the company and within our communities, we constantly ask ourselves: What is our impact on the world.
Full-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Recommends updates through an inclusion, diversity, equity and access (IDEA) lens to program initiatives and Tobacco Review Committee decisions and priorities, including the Strategic Plan Goals.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Under The Direction Of The Vice President For Student Affairs Or Designee, The Center For Belonging And Inclusion, Will Assist In Creating And Maintaining a Supportive Academic, Emotional, And Creative Environment For The Borough Of Manhattan Community College (BMCC) Students.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
From EVERSANA’s inception, Diversity, Equity & Inclusion have always been key to our success. All of our employees’ points of view are key to our success, and inclusion is everyone's responsibility.
Full-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Competitive base salary, bonus, and equity compensation. At Galaxy, we maintain a total compensation philosophy which consists of a competitive base salary, annual bonus, and equity incentives.
$120,000 - $180,000 a yearFull-timeExpandApply NowActive JobUpdated Today
base salary equity and inclusion program manager jobs Title: general in Vienna, West Virginia
FEATURED BLOG POSTS
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.