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Youth Care Coordinator s coordinate with youth in the Aspire Program and their families, Milwaukee County Division of Children, Youth and Family Services (CYFS) staff, schools, and other service providers to assist youth to utilize professional, community, and natural supports to address their needs at home, in school, and in the community.
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In this long-term contract role, we are seeking an individual that has a minimum of six (6) years of experience as a Benefits Program Manager with an emphasis on FSA and HSA Accounts. 8+ years of benefits program management, administration, and governance.
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Keep Wraparound Milwaukee/Youth CCS Administrators informed of emergency or critical incidents in collaboration with Program Manager and Assistant Program Director. Conduct self in an ethical manner; maintain professional and respectful relationships with program staff, other WCS staff, youth/families, and all external persons and agencies involved with service provision; sensitivity toward cultural, ethnic and disability issues; demonstrate commitment to agency values and mission.
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Develop fiscal year budget for all program costs. Partner with ERISA counsel and vendors to ensure compliance requirements meet or exceed for all retirement plans including providing guidance regarding new or existing DOL and IRS regulations relating to plan audits, financial reporting, government form filings (e.g., Form 5500), funding notices (SAR/AFN) and reporting, SPD/plan amendments etc.
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Education Required: Advanced training beyond High School that includes the completion of an accredited or approved program in Radiologic Technology. Licensure, Registration, and/or Certification Required: Radiographer license issued by the state of Wisconsin, and Registered Technologist (RT) registration issued by the American Registry of Radiologic Technologists (ARRT), and Basic Life Support (BLS) for Healthcare Providerscertification issued by the American Heart Association (AHA) needs to be obtained within 6 months.
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Monitor and understand federal and state regulation changes that may impact the benefit administration process and/or program offerings. 6 years' of benefits program management experience is required.
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We are seeking to recruit a program leader to expand our Immunology Program from five to up to ten faculty over the next five years. The Immunology Program leader will report to the VBRI Director, Dr. Michael Deininger, and have a seat on the VBRI Executive Council (VEC), which shapes the strategy for the entire institute.
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Basic Requirements For Honors Program Law Clerk. Law School Students and Recent Law School Graduates who are eligible for participation in the IRS Chief Counsel Honors Program. The program offers entry level positions that provide the opportunity to acquire significant training and experience in tax law.
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Successful completion of a GME accredited residency and/or fellowship program, if working with children additional residency with this age group must have been obtained. Employee assistance program (EAP.
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As a Manager in the Deloitte Technology-US (DT-US) Office of the CIO (OCIO) PMO team, you will play a key role in leveraging leading program and project management practices and methodologies to enable world-class delivery of our major internal technology programs.
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Upon completion of program, staff member should be able to meet the minimum, basic competencies of an Interventional Technologist per Job Description. Educational Interventional Radiology 10 month program, requiring a schedule of 8-1630 Monday - Friday and rotational on call shifts.
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Adjunct Faculty - Online BBA Program for Public Safety; Wisconsin. Cleary University invites candidates to apply for positions as Adjunct Faculty in online undergraduate coursework related to our Bachelor in Business Administration program for public safety students residing in the State of Wisconsin for the Fall 2024 and Spring 2025 Semesters.
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The Data Center Program Manager leads global program upgrade/retrofit projects impacting the critical infrastructure and MEPS Infrastructure for the client's data center portfolio. - Drive improvement in the upgrade/retrofit program processes and documentation/ workflow through collaborator feedback and/or based on measurement of important metrics.
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Impacts the direction and resource allocation for program, project or services; works within general department policies and industry guidelines. At Northwestern Mutual, were changing the way people think about financial planning with the scale of a Fortune 100 company.
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Under the direction of the Youth Sports Director and in accordance with Association policies, a Youth Sports Instructor should be able to motivate others in the areas of self-awareness and self-confidence through coaching and supervising, be able to motivate and effectively communicate with members, parents and students, and exercise mature judgment and sound decision-making.
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Title: youth program Company: Boys Girls Club Of Greater New Bedford in West Allis, WI
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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?!
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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.
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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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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.