Recruiter Qualifications: • Minimum 2 years of progressive recruiting experience in heavy civil construction, with an emphasis on recruitment of entry level and professional personnel. • Bachelor's or Associate's Degree in Human Resources, or Business related field of study or equivalent experience preferred. • Ability to market and promote roles, employment opportunities, and company culture • Ability to organize, plan and prioritize work. • Proficiency with Microsoft Office applications. • Ability to record and efficiently document information. • Understanding of OFCCP, EEO, and Affirmative Action requirements.
Responsibilities • Implement recruiting strategies to meet current or anticipated staffing needs. • Conduct full-cycle recruiting for all open positions including entry-level (campus) and experienced roles. • Coordinate and manage on-campus branding and recruiting activities to include career fairs, information sessions, lunch and learns, class talks, etc. • Develop and maintain professional relationships with targeted colleges/university's. • Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities. • Screen, interview, and recommend qualified candidates to the hiring managers. • Schedule onsite interviews for all candidates. • Hire employees and process hiring-related paperwork including on-boarding activities. • Partner with managers to develop specific recruiting plans. • Prepare or maintain employment records related to all recruitment activities (i.e. position requisitions and applicant tracking). • Up to 40% travel EOE, E-Verify Employer To apply, please visit our career page at www.barnard-inc.com recblid zam6h6xilh6hfoh6tfwrhpihwi0w9k
Jan 16, 2019
Recruiter Qualifications: • Minimum 2 years of progressive recruiting experience in heavy civil construction, with an emphasis on recruitment of entry level and professional personnel. • Bachelor's or Associate's Degree in Human Resources, or Business related field of study or equivalent experience preferred. • Ability to market and promote roles, employment opportunities, and company culture • Ability to organize, plan and prioritize work. • Proficiency with Microsoft Office applications. • Ability to record and efficiently document information. • Understanding of OFCCP, EEO, and Affirmative Action requirements.
Responsibilities • Implement recruiting strategies to meet current or anticipated staffing needs. • Conduct full-cycle recruiting for all open positions including entry-level (campus) and experienced roles. • Coordinate and manage on-campus branding and recruiting activities to include career fairs, information sessions, lunch and learns, class talks, etc. • Develop and maintain professional relationships with targeted colleges/university's. • Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities. • Screen, interview, and recommend qualified candidates to the hiring managers. • Schedule onsite interviews for all candidates. • Hire employees and process hiring-related paperwork including on-boarding activities. • Partner with managers to develop specific recruiting plans. • Prepare or maintain employment records related to all recruitment activities (i.e. position requisitions and applicant tracking). • Up to 40% travel EOE, E-Verify Employer To apply, please visit our career page at www.barnard-inc.com recblid zam6h6xilh6hfoh6tfwrhpihwi0w9k
Barnard Construction Company, Inc., based in Bozeman, Montana, is a heavy-civil construction company with projects underway across North America. Barnard is ranked by Engineering News-Record , a leading construction industry periodical, as one of the nation’s Top 400 civil contractors. We specialize in dam construction and rehabilitation, power transmission and distribution, tunneling, inland marine, oil, gas, utility, and sewer and water pipeline projects. We offer competitive salaries, profit sharing, 401(k)s, a generous health plan, annual bonuses, and challenging career opportunities with a financially solid company. Barnard’s people are the reason for the success of the company. Our reputation attracts the highest quality personnel, people who are committed to producing projects that set a standard for excellence. At Barnard, we build the riskiest, most difficult, complex jobs we can find and we hire people who thrive on tough work and demanding opportunities.
Responsibilities
Implement recruiting strategies to meet current or anticipated staffing needs.
Conduct full-cycle recruiting for all open positions including entry-level (campus) and experienced roles.
Coordinate and manage on-campus branding and recruiting activities to include career fairs, information sessions, lunch and learns, class talks, etc.
Develop and maintain professional relationships with targeted colleges/university’s.
Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
Screen, interview, and recommend qualified candidates to the hiring managers.
Schedule onsite interviews for all candidates.
Hire employees and process hiring-related paperwork including on-boarding activities.
Partner with managers to develop specific recruiting plans.
Prepare or maintain employment records related to all recruitment activities (i.e. position requisitions and applicant tracking).
Up to 40% travel
Qualifications
Minimum 2 years of progressive recruiting experience in heavy civil construction, with an emphasis on recruitment of entry level and professional personnel.
Bachelor's or Associate's Degree in Human Resources, or Business related field of study or equivalent experience preferred.
Ability to market and promote roles, employment opportunities, and company culture
Ability to organize, plan and prioritize work.
Proficiency with Microsoft Office applications.
Ability to record and efficiently document information.
Understanding of OFCCP, EEO, and Affirmative Action requirements.
EOE, E-Verify Employer
recblid q77aeaf8q8suko7ct9vd5516ejkblu
Jan 16, 2019
Barnard Construction Company, Inc., based in Bozeman, Montana, is a heavy-civil construction company with projects underway across North America. Barnard is ranked by Engineering News-Record , a leading construction industry periodical, as one of the nation’s Top 400 civil contractors. We specialize in dam construction and rehabilitation, power transmission and distribution, tunneling, inland marine, oil, gas, utility, and sewer and water pipeline projects. We offer competitive salaries, profit sharing, 401(k)s, a generous health plan, annual bonuses, and challenging career opportunities with a financially solid company. Barnard’s people are the reason for the success of the company. Our reputation attracts the highest quality personnel, people who are committed to producing projects that set a standard for excellence. At Barnard, we build the riskiest, most difficult, complex jobs we can find and we hire people who thrive on tough work and demanding opportunities.
Responsibilities
Implement recruiting strategies to meet current or anticipated staffing needs.
Conduct full-cycle recruiting for all open positions including entry-level (campus) and experienced roles.
Coordinate and manage on-campus branding and recruiting activities to include career fairs, information sessions, lunch and learns, class talks, etc.
Develop and maintain professional relationships with targeted colleges/university’s.
Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
Screen, interview, and recommend qualified candidates to the hiring managers.
Schedule onsite interviews for all candidates.
Hire employees and process hiring-related paperwork including on-boarding activities.
Partner with managers to develop specific recruiting plans.
Prepare or maintain employment records related to all recruitment activities (i.e. position requisitions and applicant tracking).
Up to 40% travel
Qualifications
Minimum 2 years of progressive recruiting experience in heavy civil construction, with an emphasis on recruitment of entry level and professional personnel.
Bachelor's or Associate's Degree in Human Resources, or Business related field of study or equivalent experience preferred.
Ability to market and promote roles, employment opportunities, and company culture
Ability to organize, plan and prioritize work.
Proficiency with Microsoft Office applications.
Ability to record and efficiently document information.
Understanding of OFCCP, EEO, and Affirmative Action requirements.
EOE, E-Verify Employer
recblid q77aeaf8q8suko7ct9vd5516ejkblu
Barnard Construction Company, Inc., based in Bozeman, Montana, is a heavy-civil construction company with projects underway across North America. Barnard is ranked by Engineering News-Record , a leading construction industry periodical, as one of the nation’s Top 400 civil contractors. We specialize in dam construction and rehabilitation, power transmission and distribution, tunneling, inland marine, oil, gas, utility, and sewer and water pipeline projects. We offer competitive salaries, profit sharing, 401(k)s, a generous health plan, annual bonuses, and challenging career opportunities with a financially solid company. Barnard’s people are the reason for the success of the company. Our reputation attracts the highest quality personnel, people who are committed to producing projects that set a standard for excellence. At Barnard, we build the riskiest, most difficult, complex jobs we can find and we hire people who thrive on tough work and demanding opportunities.
Responsibilities
Implement recruiting strategies to meet current or anticipated staffing needs.
Conduct full-cycle recruiting for all open positions including entry-level (campus) and experienced roles.
Coordinate and manage on-campus branding and recruiting activities to include career fairs, information sessions, lunch and learns, class talks, etc.
Develop and maintain professional relationships with targeted colleges/university’s.
Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
Screen, interview, and recommend qualified candidates to the hiring managers.
Schedule onsite interviews for all candidates.
Hire employees and process hiring-related paperwork including on-boarding activities.
Partner with managers to develop specific recruiting plans.
Prepare or maintain employment records related to all recruitment activities (i.e. position requisitions and applicant tracking).
Up to 40% travel
Qualifications
Minimum 2 years of progressive recruiting experience in heavy civil construction, with an emphasis on recruitment of entry level and professional personnel.
Bachelor's or Associate's Degree in Human Resources, or Business related field of study or equivalent experience preferred.
Ability to market and promote roles, employment opportunities, and company culture
Ability to organize, plan and prioritize work.
Proficiency with Microsoft Office applications.
Ability to record and efficiently document information.
Understanding of OFCCP, EEO, and Affirmative Action requirements.
EOE, E-Verify Employer
recblid t7wepzv1ocdohevab6k0228unllehm
Jan 16, 2019
Barnard Construction Company, Inc., based in Bozeman, Montana, is a heavy-civil construction company with projects underway across North America. Barnard is ranked by Engineering News-Record , a leading construction industry periodical, as one of the nation’s Top 400 civil contractors. We specialize in dam construction and rehabilitation, power transmission and distribution, tunneling, inland marine, oil, gas, utility, and sewer and water pipeline projects. We offer competitive salaries, profit sharing, 401(k)s, a generous health plan, annual bonuses, and challenging career opportunities with a financially solid company. Barnard’s people are the reason for the success of the company. Our reputation attracts the highest quality personnel, people who are committed to producing projects that set a standard for excellence. At Barnard, we build the riskiest, most difficult, complex jobs we can find and we hire people who thrive on tough work and demanding opportunities.
Responsibilities
Implement recruiting strategies to meet current or anticipated staffing needs.
Conduct full-cycle recruiting for all open positions including entry-level (campus) and experienced roles.
Coordinate and manage on-campus branding and recruiting activities to include career fairs, information sessions, lunch and learns, class talks, etc.
Develop and maintain professional relationships with targeted colleges/university’s.
Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
Screen, interview, and recommend qualified candidates to the hiring managers.
Schedule onsite interviews for all candidates.
Hire employees and process hiring-related paperwork including on-boarding activities.
Partner with managers to develop specific recruiting plans.
Prepare or maintain employment records related to all recruitment activities (i.e. position requisitions and applicant tracking).
Up to 40% travel
Qualifications
Minimum 2 years of progressive recruiting experience in heavy civil construction, with an emphasis on recruitment of entry level and professional personnel.
Bachelor's or Associate's Degree in Human Resources, or Business related field of study or equivalent experience preferred.
Ability to market and promote roles, employment opportunities, and company culture
Ability to organize, plan and prioritize work.
Proficiency with Microsoft Office applications.
Ability to record and efficiently document information.
Understanding of OFCCP, EEO, and Affirmative Action requirements.
EOE, E-Verify Employer
recblid t7wepzv1ocdohevab6k0228unllehm
Only one Vail. Only One Steadman Clinic.
The goal of The Steadman Clinic is to deliver the highest standard of orthopaedic care and personal attention to each and every patient seeking our help. Whether an injured professional athlete or an individual who wants to be able to walk again without pain, our physicians will do their best to help our patients achieve their goals. Our success in helping our patients reach their goals is what attracts people from all walks of life, from all over the world, to the Steadman Clinic.
The Recruiter will provide expert staffing services, strategic advice, and act as the primary subject matter expert on recruiting for clinical and healthcare administrative positions. We are looking for someone who will contribute substantially, embrace our mission and values, seek to learn our culture and understand our work.
Essential Duties and Responsibilities:
Ensure hiring needs of the organization and department are met with quality hires in a timely and cost effective manner. Using a Talent Acquisition approach; design, implement and execute strategically focused staffing plans and practices for The Steadman Clinic organization and departments
Establish, monitor, and report recruitment metrics that drive optimal staffing performance. Provide market intelligence and perform in-depth analysis of recruiting strategies for improving recruiting processes. Recommend and implement process improvements, tools and technology to better enable hiring managers and optimize recruiting efforts.
In conjunction with the hiring manager, identify appropriate sources for qualified candidates and post job ads internally and on external job boards. Leverage innovative sourcing techniques to drive how positions are filled based on the needs of the organization (time to fill, costs to fill, skill set)
Evaluate employment factors such as job experience, education, training, skills, knowledge and abilities, and other data pertinent to determine if candidate meets job qualifications.
Conduct preliminary interviews and arrange interviews with hiring manager, extend formal job offers
Plan and participate in recruiting events
Skills and Abilities:
Bachelors Degree preferred.
Minimum 5+ years of recruitment experience with a proven track record of business success.
Experience with HRIS systems required. Oracle HR database experience preferred.
Ability to build and maintain credibility by knowing the organization and aligning recruiting support to the priorities of the business
Ability to anticipate how business priorities will impact staffing plans.
Strong subject matter expertise in recruiting, to include an understanding of strategic staffing plans, workforce planning, sourcing, interviewing, tracking and measurement systems.
Strategic planning and complex problem resolution skills.
A high level of interpersonal skills and integrity; solid team player.
Ability to communicate in a direct, succinct manner with a strong influencing ability.
Ability to operate and thrive in a fast-paced, action-oriented environment which can be ambiguous and where priorities may change quickly.
Manage multiple projects simultaneously, communicate status and facilitate implementation of staffing priorities
Knowledge of and familiarity with FLSA and current employment legislation
Ability to work independently with minimal supervision and able to maintain the highly confidential nature of human resources work
Ability to identify and resolve problems in a timely manner
If you are interested in joining our team of dedicated professionals who are known world-wide for advancing the field of Orthopedics and Sports Medicine with cutting edge, progressive approaches and solutions to some of the most complex and demanding situations.
We are an Equal Opportunity Employer. We are committed to equal treatment of all employees without regard to race, national origin, religion, gender, age, sexual orientation, veteran status, physical or mental disability or other basis protected by law.
recblid x7t8nx0u8zm8i5n4ckzeel7yme3q03
Jan 15, 2019
Only one Vail. Only One Steadman Clinic.
The goal of The Steadman Clinic is to deliver the highest standard of orthopaedic care and personal attention to each and every patient seeking our help. Whether an injured professional athlete or an individual who wants to be able to walk again without pain, our physicians will do their best to help our patients achieve their goals. Our success in helping our patients reach their goals is what attracts people from all walks of life, from all over the world, to the Steadman Clinic.
The Recruiter will provide expert staffing services, strategic advice, and act as the primary subject matter expert on recruiting for clinical and healthcare administrative positions. We are looking for someone who will contribute substantially, embrace our mission and values, seek to learn our culture and understand our work.
Essential Duties and Responsibilities:
Ensure hiring needs of the organization and department are met with quality hires in a timely and cost effective manner. Using a Talent Acquisition approach; design, implement and execute strategically focused staffing plans and practices for The Steadman Clinic organization and departments
Establish, monitor, and report recruitment metrics that drive optimal staffing performance. Provide market intelligence and perform in-depth analysis of recruiting strategies for improving recruiting processes. Recommend and implement process improvements, tools and technology to better enable hiring managers and optimize recruiting efforts.
In conjunction with the hiring manager, identify appropriate sources for qualified candidates and post job ads internally and on external job boards. Leverage innovative sourcing techniques to drive how positions are filled based on the needs of the organization (time to fill, costs to fill, skill set)
Evaluate employment factors such as job experience, education, training, skills, knowledge and abilities, and other data pertinent to determine if candidate meets job qualifications.
Conduct preliminary interviews and arrange interviews with hiring manager, extend formal job offers
Plan and participate in recruiting events
Skills and Abilities:
Bachelors Degree preferred.
Minimum 5+ years of recruitment experience with a proven track record of business success.
Experience with HRIS systems required. Oracle HR database experience preferred.
Ability to build and maintain credibility by knowing the organization and aligning recruiting support to the priorities of the business
Ability to anticipate how business priorities will impact staffing plans.
Strong subject matter expertise in recruiting, to include an understanding of strategic staffing plans, workforce planning, sourcing, interviewing, tracking and measurement systems.
Strategic planning and complex problem resolution skills.
A high level of interpersonal skills and integrity; solid team player.
Ability to communicate in a direct, succinct manner with a strong influencing ability.
Ability to operate and thrive in a fast-paced, action-oriented environment which can be ambiguous and where priorities may change quickly.
Manage multiple projects simultaneously, communicate status and facilitate implementation of staffing priorities
Knowledge of and familiarity with FLSA and current employment legislation
Ability to work independently with minimal supervision and able to maintain the highly confidential nature of human resources work
Ability to identify and resolve problems in a timely manner
If you are interested in joining our team of dedicated professionals who are known world-wide for advancing the field of Orthopedics and Sports Medicine with cutting edge, progressive approaches and solutions to some of the most complex and demanding situations.
We are an Equal Opportunity Employer. We are committed to equal treatment of all employees without regard to race, national origin, religion, gender, age, sexual orientation, veteran status, physical or mental disability or other basis protected by law.
recblid x7t8nx0u8zm8i5n4ckzeel7yme3q03
Connally Memorial Medical Center
Floresville, TX 78114, USA
Director of Human Resources / Human Resources Manager
Connally Memorial Medical Center
499 Tenth Street Floresville, TX 78114
Connally Memorial Medical Center is a progressive system of personalized health care services committed to being the provider of choice by delivering superior, appropriate care to improve quality of life. Connally Memorial Medical Center achieves excellence by proactively seeking business growth, being an employer of choice, integrating new technology, promoting integrity and exceeding customer expectations.
Category: Human Resources
Description & Requirements:
Assists with planning, organizing and directing all aspects of Human Resources including benefits and compensation, workers’ compensation, and employee relations.
Assists with strategic planning and development, succession planning, policy development, performance evaluation and program development.
Provides project management, data entry and maintenance and clerical support to the human resources program.
Ensures that recruiting, hiring and benefits administration, compensation and termination functions operate efficiently.
Education Requirements:
BA degree in Human Resources, or other, or equivalent experience.
PHR preferred.
Interested candidates can:
Email us at hr@connallymmc.org to request an application,
Or fax your resume to 830-393-1511, Attn: Human Resources,
Or apply online .
Connally Memorial Medical Center is an Equal Opportunity Employer. recblid idxqv84ocizw60dachnh746n7fra8m
Jan 15, 2019
Director of Human Resources / Human Resources Manager
Connally Memorial Medical Center
499 Tenth Street Floresville, TX 78114
Connally Memorial Medical Center is a progressive system of personalized health care services committed to being the provider of choice by delivering superior, appropriate care to improve quality of life. Connally Memorial Medical Center achieves excellence by proactively seeking business growth, being an employer of choice, integrating new technology, promoting integrity and exceeding customer expectations.
Category: Human Resources
Description & Requirements:
Assists with planning, organizing and directing all aspects of Human Resources including benefits and compensation, workers’ compensation, and employee relations.
Assists with strategic planning and development, succession planning, policy development, performance evaluation and program development.
Provides project management, data entry and maintenance and clerical support to the human resources program.
Ensures that recruiting, hiring and benefits administration, compensation and termination functions operate efficiently.
Education Requirements:
BA degree in Human Resources, or other, or equivalent experience.
PHR preferred.
Interested candidates can:
Email us at hr@connallymmc.org to request an application,
Or fax your resume to 830-393-1511, Attn: Human Resources,
Or apply online .
Connally Memorial Medical Center is an Equal Opportunity Employer. recblid idxqv84ocizw60dachnh746n7fra8m
Washington County Human Resources
Washington, PA 15301, USA
Director of Human Resources
The County of Washington is seeking applicants for the position of Director of Human Resources. This position directs and oversees, through the staff, the County’s Human Resources, Labor Relations and Occupational Safety and Health activities; to ensure that policies, programs, and practices are implemented in the following areas: Employment, Human Resources, Compensation, Benefits, Training, EEO/Affirmative Action, Performance Management, Records Management, Workers’ Compensation, Safety, and Conflict Resolution; to direct and oversee the daily operations of the department, including staff supervision.
A Bachelor’s degree in Human Resources, labor relations or related field and significant experience in Human Resources and Labor Relations Management is required. Must be able to exercise the skill of persuasion and balance sensitivity to people with business needs and goals confidentially, fairly and consistently. Interpersonal, communication, negotiation, and computer skills are required.
Washington County is an Equal Employment Opportunity (EEO) employer and does not discriminate on the basis of race, color, national origin, religion, gender, age, veteran status, political affiliation, sexual orientation, marital status or disability (in compliance with the Americans with Disabilities Act) with respect to employment opportunities. recblid j2ejv7tqfjajv44q7uu3gfih8gfs88
Jan 09, 2019
Director of Human Resources
The County of Washington is seeking applicants for the position of Director of Human Resources. This position directs and oversees, through the staff, the County’s Human Resources, Labor Relations and Occupational Safety and Health activities; to ensure that policies, programs, and practices are implemented in the following areas: Employment, Human Resources, Compensation, Benefits, Training, EEO/Affirmative Action, Performance Management, Records Management, Workers’ Compensation, Safety, and Conflict Resolution; to direct and oversee the daily operations of the department, including staff supervision.
A Bachelor’s degree in Human Resources, labor relations or related field and significant experience in Human Resources and Labor Relations Management is required. Must be able to exercise the skill of persuasion and balance sensitivity to people with business needs and goals confidentially, fairly and consistently. Interpersonal, communication, negotiation, and computer skills are required.
Washington County is an Equal Employment Opportunity (EEO) employer and does not discriminate on the basis of race, color, national origin, religion, gender, age, veteran status, political affiliation, sexual orientation, marital status or disability (in compliance with the Americans with Disabilities Act) with respect to employment opportunities. recblid j2ejv7tqfjajv44q7uu3gfih8gfs88
The HRSA oversees all day to day operations of the Human Resources Information Systems (HRIS). Including the responsibilities for data integrity, maintenance, user access, reporting and training. This position works with all levels of the organization to evaluate, analyze, design, and maintain Human Resources systems and applications. The HRSA modifies the existing HRIS to meet changing demands, gathers data and interfaces Human Resources data with other systems, keeps apprised of the changes in the Human Resources industry, such as payroll administration, State and Federal regulations and requirements of our customers. The HRSA leads all technology changes and upgrades to keep the Human Resources Department current; identifies and makes system recommendations to fulfill the needs of the Human Resources department, other county departments and our customers; oversees the planning, project coordination, and management of Human Resources technology; proposes, develops and executes strategic initiatives for Human Resources Systems and provides project management.
Ideal Candidate
The ideal candidate will have solid experience overseeing the day to day operations of an HRIS (preferably Kronos Workforce Ready) with extensive experience developing SQL queries. As the technical point of contact for the Human Resources and Payroll team, candidate will have Human Resources related experience in a fast-paced environment and possess interpersonal skills to interact with individuals from all levels both inside and outside of the organization. They will have a solid understanding of California and Federal Labor Law. Additionally, they will have project management systems implementation experience that includes design, testing and spearheading a full implementation that includes end-user training and change management. Candidate supervisory experience will include coaching, development and evaluation of assigned staff.
Requirements:
Minimum: Bachelor's degree in a related field. Three years of HRIS or HR generalist experience supporting Human Resources and Payroll systems. At least two years supervisory experience. One year of project management systems experience that includes design, testing and full implementation including end-user training and spearheading change management efforts. Extensive experience developing queries in SQL. Candidates with strong experience who lack the degree are encouraged to apply.
Preferred: In addition to the minimum qualifications, possession of a valid HRIP, SPHR/PHR or SHRM-CP certification, and/or an advanced degree in a closely related field and additional years of professional experience in a private/public sector human resources department and experience with Kronos WorkForce Ready. recblid 6nym6nmwz6bayfgp8g2yyrf19jibk3
Bachelors
Jan 06, 2019
The HRSA oversees all day to day operations of the Human Resources Information Systems (HRIS). Including the responsibilities for data integrity, maintenance, user access, reporting and training. This position works with all levels of the organization to evaluate, analyze, design, and maintain Human Resources systems and applications. The HRSA modifies the existing HRIS to meet changing demands, gathers data and interfaces Human Resources data with other systems, keeps apprised of the changes in the Human Resources industry, such as payroll administration, State and Federal regulations and requirements of our customers. The HRSA leads all technology changes and upgrades to keep the Human Resources Department current; identifies and makes system recommendations to fulfill the needs of the Human Resources department, other county departments and our customers; oversees the planning, project coordination, and management of Human Resources technology; proposes, develops and executes strategic initiatives for Human Resources Systems and provides project management.
Ideal Candidate
The ideal candidate will have solid experience overseeing the day to day operations of an HRIS (preferably Kronos Workforce Ready) with extensive experience developing SQL queries. As the technical point of contact for the Human Resources and Payroll team, candidate will have Human Resources related experience in a fast-paced environment and possess interpersonal skills to interact with individuals from all levels both inside and outside of the organization. They will have a solid understanding of California and Federal Labor Law. Additionally, they will have project management systems implementation experience that includes design, testing and spearheading a full implementation that includes end-user training and change management. Candidate supervisory experience will include coaching, development and evaluation of assigned staff.
Requirements:
Minimum: Bachelor's degree in a related field. Three years of HRIS or HR generalist experience supporting Human Resources and Payroll systems. At least two years supervisory experience. One year of project management systems experience that includes design, testing and full implementation including end-user training and spearheading change management efforts. Extensive experience developing queries in SQL. Candidates with strong experience who lack the degree are encouraged to apply.
Preferred: In addition to the minimum qualifications, possession of a valid HRIP, SPHR/PHR or SHRM-CP certification, and/or an advanced degree in a closely related field and additional years of professional experience in a private/public sector human resources department and experience with Kronos WorkForce Ready. recblid 6nym6nmwz6bayfgp8g2yyrf19jibk3
Bachelors
The National Women's Law Center seeks an experienced, strategic, and hands-on Director of Human Resources to guide and direct its human resources function, with an intentional focus on diversity, equity and inclusion. This position will lead recruiting efforts, employee relations, benefits plans and administration, and professional development programs for the entire organization, and participate in internal change management projects. In addition, the Director will play a key role in ensuring that the Law Center's human resources policies and practices comply with applicable federal and state employment laws, are regularly bench marked against peer organizations, and are aligned with the Law Center's external workplace justice advocacy.
The Organization
We are passionate champions of national and state policies and laws that help women and girls achieve their potential throughout their lives- at school, at work, at home, in their families, and in their communities. We are committed advocates who take on the toughest challenges, especially for women who face multiple and intersecting forms of discrimination and women who are low-income - and we make change happen. We are proud to have been on the front lines of virtually every major advance for women since 1972, benefiting women, their families, their communities, and the nation. The Law Center has a staff of more than 80 and an annual budget of more than $18 million. Guided by the organization's strategic plan, the Law Center is growing in size, influence and impact, and making significant changes internally in systems, processes and culture to support this growth.
Key Responsibilities:
Oversee the development of robust recruitment, hiring and onboarding plans and implementation of activities such as placing ads, advising on how to attract a diverse pool of candidates, reviewing resumes, conducting screening interviews, administering tests or KTI evaluations, conducting reference and background checks, and delivering staff orientation programs.
Create and develop accurate written job descriptions with clear job accountabilities, reporting structures and career paths, and establish and maintain processes for updating these regularly. Collaborate with senior staff to facilitate talent planning initiatives across teams.
Develop performance management, career pathway, and feedback processes, leading efforts to adapt these as the Law Center grows and to advance equity goals. Coach supervisors in developing their management skills and provide proactive guidance to supervisors and employees on employee relations issues within their teams and across the organization.
Coach employees on subjects such as career, leadership and performance development plans, and compensation matters, and actively support employees during organizational change initiatives.
Design professional development plans and programs; oversee the organization of training sessions, workshops, and activities.
Oversee design of benefit plans, negotiations with benefit carriers, and regular reviews of benefits offered; oversee development and distribution of employee benefits packages, handbooks, and materials.
Develop and implement data tools to support the Law Center's equity goals, such as staff diversity dashboards and a staff climate survey, leveraging outside consultants and other resources as needed.
Work with the Vice President for Administration & Finance to establish and administer salary guidelines for each position that ensure equity.
Work with the Vice President for Administration & Finance, the General Counsel and Senior Advisor for Education, and the COO & Chief of Staff to ensure that human resources policies and practices comply with federal and state employment regulations, are regularly benchmarked against peer organizations, and are aligned with the Law Center's external workplace justice advocacy; recommend and implement changes as these evolve.
Directly supervise the HR Manager for Talent and Senior Benefits Manager.
Qualified Candidates Must Have:
Bachelor's degree from an accredited college or university.
At least seven years of strategic human resource leadership experience.
Proficient working knowledge of the ADP Workforce Now HRIS, or similar system.
Demonstrated success in all human resources functional areas within a collaborative, fast-paced, and diverse staff environment and an evolving culture.
Outstanding interpersonal, problem-solving, and mentoring skills.
Demonstrated success in working with and gaining the respect of multiple constituencies including senior executives and staff at all levels, managing projects from idea to outcomes; strategic thinking; innovating; and navigating nimbly and effectively through changing and ambiguous situations.
Track record of handling confidential and sensitive matters with utmost discretion.
Ideal Candidates Will Also Have:
Bachelor's degree specifically in Business Administration, Human Resources or other related field, and a Master's degree.
Professional of Human Resources Certification (PHR).
Demonstrated success applying an equity lens to human resources work, conducting comprehensive needs analyses, creating organization design and development initiatives, and implementing change models - including intentional efforts to transform organizational culture - while proactively driving ongoing work.
Knowledge of organizational effectiveness trends and best practices for advancing equity in nonprofit organizations.
Strong working knowledge of applicable federal and state employment laws.
Knowledge of and passion for gender justice and advocacy.
Key Relationships
The Director will report directly to the Vice President for Administration and Finance and will work across the organization, including with the COO & Chief of Staff and the General Counsel and Senior Advisor for Education. The Director will supervise the HR Manager for Talent and the Senior Benefits Manager.
Compensation:
A minimum salary of $121,500 will be provided to the successful candidate having a Bachelor's Degree and seven years of relevant experience. Compensation will be both competitive and commensurate with the successful candidate's background and experience.
The National Women's Law Center is an Equal Opportunity/Affirmative Action employer and values a diverse workforce. We strongly encourage and seek applications from people with disabilities; people of all gender identities; people of color, including bilingual and bicultural individuals; veterans; and LGBTQI individuals.
Reasonable Accommodations
As noted above, NWLC welcomes applications from individuals with disabilities. If you require reasonable accommodations during any part of the hiring process, please email us at humanresources@nwlc.org or you may send the request by mail to National Women's Law Center ATTN: Human Resources Manager - Talent 11 Dupont Circle NW, Suite 800 Washington, DC 20036. recblid 6edmmbwybzvvrrp4jgktwr0f7cbg7u
BA/BS/Undergraduate
Dec 30, 2018
The National Women's Law Center seeks an experienced, strategic, and hands-on Director of Human Resources to guide and direct its human resources function, with an intentional focus on diversity, equity and inclusion. This position will lead recruiting efforts, employee relations, benefits plans and administration, and professional development programs for the entire organization, and participate in internal change management projects. In addition, the Director will play a key role in ensuring that the Law Center's human resources policies and practices comply with applicable federal and state employment laws, are regularly bench marked against peer organizations, and are aligned with the Law Center's external workplace justice advocacy.
The Organization
We are passionate champions of national and state policies and laws that help women and girls achieve their potential throughout their lives- at school, at work, at home, in their families, and in their communities. We are committed advocates who take on the toughest challenges, especially for women who face multiple and intersecting forms of discrimination and women who are low-income - and we make change happen. We are proud to have been on the front lines of virtually every major advance for women since 1972, benefiting women, their families, their communities, and the nation. The Law Center has a staff of more than 80 and an annual budget of more than $18 million. Guided by the organization's strategic plan, the Law Center is growing in size, influence and impact, and making significant changes internally in systems, processes and culture to support this growth.
Key Responsibilities:
Oversee the development of robust recruitment, hiring and onboarding plans and implementation of activities such as placing ads, advising on how to attract a diverse pool of candidates, reviewing resumes, conducting screening interviews, administering tests or KTI evaluations, conducting reference and background checks, and delivering staff orientation programs.
Create and develop accurate written job descriptions with clear job accountabilities, reporting structures and career paths, and establish and maintain processes for updating these regularly. Collaborate with senior staff to facilitate talent planning initiatives across teams.
Develop performance management, career pathway, and feedback processes, leading efforts to adapt these as the Law Center grows and to advance equity goals. Coach supervisors in developing their management skills and provide proactive guidance to supervisors and employees on employee relations issues within their teams and across the organization.
Coach employees on subjects such as career, leadership and performance development plans, and compensation matters, and actively support employees during organizational change initiatives.
Design professional development plans and programs; oversee the organization of training sessions, workshops, and activities.
Oversee design of benefit plans, negotiations with benefit carriers, and regular reviews of benefits offered; oversee development and distribution of employee benefits packages, handbooks, and materials.
Develop and implement data tools to support the Law Center's equity goals, such as staff diversity dashboards and a staff climate survey, leveraging outside consultants and other resources as needed.
Work with the Vice President for Administration & Finance to establish and administer salary guidelines for each position that ensure equity.
Work with the Vice President for Administration & Finance, the General Counsel and Senior Advisor for Education, and the COO & Chief of Staff to ensure that human resources policies and practices comply with federal and state employment regulations, are regularly benchmarked against peer organizations, and are aligned with the Law Center's external workplace justice advocacy; recommend and implement changes as these evolve.
Directly supervise the HR Manager for Talent and Senior Benefits Manager.
Qualified Candidates Must Have:
Bachelor's degree from an accredited college or university.
At least seven years of strategic human resource leadership experience.
Proficient working knowledge of the ADP Workforce Now HRIS, or similar system.
Demonstrated success in all human resources functional areas within a collaborative, fast-paced, and diverse staff environment and an evolving culture.
Outstanding interpersonal, problem-solving, and mentoring skills.
Demonstrated success in working with and gaining the respect of multiple constituencies including senior executives and staff at all levels, managing projects from idea to outcomes; strategic thinking; innovating; and navigating nimbly and effectively through changing and ambiguous situations.
Track record of handling confidential and sensitive matters with utmost discretion.
Ideal Candidates Will Also Have:
Bachelor's degree specifically in Business Administration, Human Resources or other related field, and a Master's degree.
Professional of Human Resources Certification (PHR).
Demonstrated success applying an equity lens to human resources work, conducting comprehensive needs analyses, creating organization design and development initiatives, and implementing change models - including intentional efforts to transform organizational culture - while proactively driving ongoing work.
Knowledge of organizational effectiveness trends and best practices for advancing equity in nonprofit organizations.
Strong working knowledge of applicable federal and state employment laws.
Knowledge of and passion for gender justice and advocacy.
Key Relationships
The Director will report directly to the Vice President for Administration and Finance and will work across the organization, including with the COO & Chief of Staff and the General Counsel and Senior Advisor for Education. The Director will supervise the HR Manager for Talent and the Senior Benefits Manager.
Compensation:
A minimum salary of $121,500 will be provided to the successful candidate having a Bachelor's Degree and seven years of relevant experience. Compensation will be both competitive and commensurate with the successful candidate's background and experience.
The National Women's Law Center is an Equal Opportunity/Affirmative Action employer and values a diverse workforce. We strongly encourage and seek applications from people with disabilities; people of all gender identities; people of color, including bilingual and bicultural individuals; veterans; and LGBTQI individuals.
Reasonable Accommodations
As noted above, NWLC welcomes applications from individuals with disabilities. If you require reasonable accommodations during any part of the hiring process, please email us at humanresources@nwlc.org or you may send the request by mail to National Women's Law Center ATTN: Human Resources Manager - Talent 11 Dupont Circle NW, Suite 800 Washington, DC 20036. recblid 6edmmbwybzvvrrp4jgktwr0f7cbg7u
BA/BS/Undergraduate
The National Women's Law Center seeks an experienced, strategic, and hands-on Director of Human Resources to guide and direct its human resources function, with an intentional focus on diversity, equity and inclusion. This position will lead recruiting efforts, employee relations, benefits plans and administration, and professional development programs for the entire organization, and participate in internal change management projects. In addition, the Director will play a key role in ensuring that the Law Center's human resources policies and practices comply with applicable federal and state employment laws, are regularly benchmarked against peer organizations, and are aligned with the Law Center's external workplace justice advocacy.
The Organization
We are passionate champions of national and state policies and laws that help women and girls achieve their potential throughout their lives- at school, at work, at home, in their families, and in their communities. We are committed advocates who take on the toughest challenges, especially for women who face multiple and intersecting forms of discrimination and women who are low-income - and we make change happen. We are proud to have been on the front lines of virtually every major advance for women since 1972, benefiting women, their families, their communities, and the nation. The Law Center has a staff of more than 80 and an annual budget of more than $18 million. Guided by the organization's strategic plan, the Law Center is growing in size, influence and impact, and making significant changes internally in systems, processes and culture to support this growth.
Key Relationships
The Director will report directly to the Vice President for Administration and Finance and will work across the organization, including with the COO & Chief of Staff and the General Counsel and Senior Advisor for Education. The Director will supervise the HR Manager for Talent and the Senior Benefits Manager.
Compensation
A minimum salary of $121,500 will be provided to the successful candidate having a Bachelor's Degree and seven years of relevant experience. Compensation will be both competitive and commensurate with the successful candidate's background and experience.
The National Women's Law Center is an Equal Opportunity/Affirmative Action employer and values a diverse workforce. We strongly encourage and seek applications from people with disabilities; people of all gender identities; people of color, including bilingual and bicultural individuals; veterans; and LGBTQI individuals.
Reasonable Accommodations:
As noted above, NWLC welcomes applications from individuals with disabilities. If you require reasonable accommodations during any part of the hiring process, please email us at humanresources@nwlc.org or you may send the request by mail to National Women's Law Center ATTN: Human Resources Manager - Talent 11 Dupont Circle NW, Suite 800 Washington, DC 20036.
Key Responsibilities:
Oversee the development of robust recruitment, hiring and onboarding plans and implementation of activities such as placing ads, advising on how to attract a diverse pool of candidates, reviewing resumes, conducting screening interviews, administering tests or KTI evaluations, conducting reference and background checks, and delivering staff orientation programs.
Create and develop accurate written job descriptions with clear job accountabilities, reporting structures and career paths, and establish and maintain processes for updating these regularly. Collaborate with senior staff to facilitate talent planning initiatives across teams.
Develop performance management, career pathway, and feedback processes, leading efforts to adapt these as the Law Center grows and to advance equity goals. Coach supervisors in developing their management skills and provide proactive guidance to supervisors and employees on employee relations issues within their teams and across the organization.
Coach employees on subjects such as career, leadership and performance development plans, and compensation matters, and actively support employees during organizational change initiatives.
Design professional development plans and programs; oversee the organization of training sessions, workshops, and activities.
Oversee design of benefit plans, negotiations with benefit carriers, and regular reviews of benefits offered; oversee development and distribution of employee benefits packages, handbooks, and materials.
Develop and implement data tools to support the Law Center's equity goals, such as staff diversity dashboards and a staff climate survey, leveraging outside consultants and other resources as needed.
Work with the Vice President for Administration & Finance to establish and administer salary guidelines for each position that ensure equity.
Work with the Vice President for Administration & Finance, the General Counsel and Senior Advisor for Education, and the COO & Chief of Staff to ensure that human resources policies and practices comply with federal and state employment regulations, are regularly benchmarked against peer organizations, and are aligned with the Law Center's external workplace justice advocacy; recommend and implement changes as these evolve.
Directly supervise the HR Manager for Talent and Senior Benefits Manager.
Qualified Candidates Must Have:
Bachelor's degree from an accredited college or university.
At least seven years of strategic human resource leadership experience.
Proficient working knowledge of the ADP Workforce Now HRIS, or similar system.
Demonstrated success in all human resources functional areas within a collaborative, fast-paced, and diverse staff environment and an evolving culture.
Outstanding interpersonal, problem-solving, and mentoring skills.
Demonstrated success in working with and gaining the respect of multiple constituencies including senior executives and staff at all levels, managing projects from idea to outcomes; strategic thinking; innovating; and navigating nimbly and effectively through changing and ambiguous situations.
Track record of handling confidential and sensitive matters with utmost discretion.
Ideal Candidates Will Also Have:
Bachelor's degree specifically in Business Administration, Human Resources or other related field, and a Master's degree.
Professional of Human Resources Certification (PHR).
Demonstrated success applying an equity lens to human resources work, conducting comprehensive needs analyses, creating organization design and development initiatives, and implementing change models - including intentional efforts to transform organizational culture - while proactively driving ongoing work.
Knowledge of organizational effectiveness trends and best practices for advancing equity in nonprofit organizations.
Strong working knowledge of applicable federal and state employment laws.
Knowledge of and passion for gender justice and advocacy.
recblid l755kf1wbdcgw57wixcmeujxf0m2my
BA/BS/Undergraduate
Dec 30, 2018
The National Women's Law Center seeks an experienced, strategic, and hands-on Director of Human Resources to guide and direct its human resources function, with an intentional focus on diversity, equity and inclusion. This position will lead recruiting efforts, employee relations, benefits plans and administration, and professional development programs for the entire organization, and participate in internal change management projects. In addition, the Director will play a key role in ensuring that the Law Center's human resources policies and practices comply with applicable federal and state employment laws, are regularly benchmarked against peer organizations, and are aligned with the Law Center's external workplace justice advocacy.
The Organization
We are passionate champions of national and state policies and laws that help women and girls achieve their potential throughout their lives- at school, at work, at home, in their families, and in their communities. We are committed advocates who take on the toughest challenges, especially for women who face multiple and intersecting forms of discrimination and women who are low-income - and we make change happen. We are proud to have been on the front lines of virtually every major advance for women since 1972, benefiting women, their families, their communities, and the nation. The Law Center has a staff of more than 80 and an annual budget of more than $18 million. Guided by the organization's strategic plan, the Law Center is growing in size, influence and impact, and making significant changes internally in systems, processes and culture to support this growth.
Key Relationships
The Director will report directly to the Vice President for Administration and Finance and will work across the organization, including with the COO & Chief of Staff and the General Counsel and Senior Advisor for Education. The Director will supervise the HR Manager for Talent and the Senior Benefits Manager.
Compensation
A minimum salary of $121,500 will be provided to the successful candidate having a Bachelor's Degree and seven years of relevant experience. Compensation will be both competitive and commensurate with the successful candidate's background and experience.
The National Women's Law Center is an Equal Opportunity/Affirmative Action employer and values a diverse workforce. We strongly encourage and seek applications from people with disabilities; people of all gender identities; people of color, including bilingual and bicultural individuals; veterans; and LGBTQI individuals.
Reasonable Accommodations:
As noted above, NWLC welcomes applications from individuals with disabilities. If you require reasonable accommodations during any part of the hiring process, please email us at humanresources@nwlc.org or you may send the request by mail to National Women's Law Center ATTN: Human Resources Manager - Talent 11 Dupont Circle NW, Suite 800 Washington, DC 20036.
Key Responsibilities:
Oversee the development of robust recruitment, hiring and onboarding plans and implementation of activities such as placing ads, advising on how to attract a diverse pool of candidates, reviewing resumes, conducting screening interviews, administering tests or KTI evaluations, conducting reference and background checks, and delivering staff orientation programs.
Create and develop accurate written job descriptions with clear job accountabilities, reporting structures and career paths, and establish and maintain processes for updating these regularly. Collaborate with senior staff to facilitate talent planning initiatives across teams.
Develop performance management, career pathway, and feedback processes, leading efforts to adapt these as the Law Center grows and to advance equity goals. Coach supervisors in developing their management skills and provide proactive guidance to supervisors and employees on employee relations issues within their teams and across the organization.
Coach employees on subjects such as career, leadership and performance development plans, and compensation matters, and actively support employees during organizational change initiatives.
Design professional development plans and programs; oversee the organization of training sessions, workshops, and activities.
Oversee design of benefit plans, negotiations with benefit carriers, and regular reviews of benefits offered; oversee development and distribution of employee benefits packages, handbooks, and materials.
Develop and implement data tools to support the Law Center's equity goals, such as staff diversity dashboards and a staff climate survey, leveraging outside consultants and other resources as needed.
Work with the Vice President for Administration & Finance to establish and administer salary guidelines for each position that ensure equity.
Work with the Vice President for Administration & Finance, the General Counsel and Senior Advisor for Education, and the COO & Chief of Staff to ensure that human resources policies and practices comply with federal and state employment regulations, are regularly benchmarked against peer organizations, and are aligned with the Law Center's external workplace justice advocacy; recommend and implement changes as these evolve.
Directly supervise the HR Manager for Talent and Senior Benefits Manager.
Qualified Candidates Must Have:
Bachelor's degree from an accredited college or university.
At least seven years of strategic human resource leadership experience.
Proficient working knowledge of the ADP Workforce Now HRIS, or similar system.
Demonstrated success in all human resources functional areas within a collaborative, fast-paced, and diverse staff environment and an evolving culture.
Outstanding interpersonal, problem-solving, and mentoring skills.
Demonstrated success in working with and gaining the respect of multiple constituencies including senior executives and staff at all levels, managing projects from idea to outcomes; strategic thinking; innovating; and navigating nimbly and effectively through changing and ambiguous situations.
Track record of handling confidential and sensitive matters with utmost discretion.
Ideal Candidates Will Also Have:
Bachelor's degree specifically in Business Administration, Human Resources or other related field, and a Master's degree.
Professional of Human Resources Certification (PHR).
Demonstrated success applying an equity lens to human resources work, conducting comprehensive needs analyses, creating organization design and development initiatives, and implementing change models - including intentional efforts to transform organizational culture - while proactively driving ongoing work.
Knowledge of organizational effectiveness trends and best practices for advancing equity in nonprofit organizations.
Strong working knowledge of applicable federal and state employment laws.
Knowledge of and passion for gender justice and advocacy.
recblid l755kf1wbdcgw57wixcmeujxf0m2my
BA/BS/Undergraduate
The National Women’s Law Center seeks an experienced, strategic, and hands-on Director of Human Resources to guide and direct its human resources function, with an intentional focus on diversity, equity and inclusion. This position will lead recruiting efforts, employee relations, benefits plans and administration, and professional development programs for the entire organization, and participate in internal change management projects. In addition, the Director will play a key role in ensuring that the Law Center’s human resources policies and practices comply with applicable federal and state employment laws, are regularly bench marked against peer organizations, and are aligned with the Law Center’s external workplace justice advocacy.
The Organization
We are passionate champions of national and state policies and laws that help women and girls achieve their potential throughout their lives- at school, at work, at home, in their families, and in their communities. We are committed advocates who take on the toughest challenges, especially for women who face multiple and intersecting forms of discrimination and women who are low-income – and we make change happen. We are proud to have been on the front lines of virtually every major advance for women since 1972, benefiting women, their families, their communities, and the nation. The Law Center has a staff of more than 80 and an annual budget of more than $18 million. Guided by the organization’s strategic plan, the Law Center is growing in size, influence and impact, and making significant changes internally in systems, processes and culture to support this growth.
Key Responsibilities
Oversee the development of robust recruitment, hiring and onboarding plans and implementation of activities such as placing ads, advising on how to attract a diverse pool of candidates, reviewing resumes, conducting screening interviews, administering tests or KTI evaluations, conducting reference and background checks, and delivering staff orientation programs.
Create and develop accurate written job descriptions with clear job accountabilities, reporting structures and career paths, and establish and maintain processes for updating these regularly. Collaborate with senior staff to facilitate talent planning initiatives across teams.
Develop performance management, career pathway, and feedback processes, leading efforts to adapt these as the Law Center grows and to advance equity goals. Coach supervisors in developing their management skills and provide proactive guidance to supervisors and employees on employee relations issues within their teams and across the organization.
Coach employees on subjects such as career, leadership and performance development plans, and compensation matters, and actively support employees during organizational change initiatives.
Design professional development plans and programs; oversee the organization of training sessions, workshops, and activities.
Oversee design of benefit plans, negotiations with benefit carriers, and regular reviews of benefits offered; oversee development and distribution of employee benefits packages, handbooks, and materials.
Develop and implement data tools to support the Law Center’s equity goals, such as staff diversity dashboards and a staff climate survey, leveraging outside consultants and other resources as needed.
Work with the Vice President for Administration & Finance to establish and administer salary guidelines for each position that ensure equity.
Work with the Vice President for Administration & Finance, the General Counsel and Senior Advisor for Education, and the COO & Chief of Staff to ensure that human resources policies and practices comply with federal and state employment regulations, are regularly benchmarked against peer organizations, and are aligned with the Law Center’s external workplace justice advocacy; recommend and implement changes as these evolve.
Directly supervise the HR Manager for Talent and Senior Benefits Manager.
Qualified Candidates Must Have :
Bachelor’s degree from an accredited college or university.
At least seven years of strategic human resource leadership experience.
Proficient working knowledge of the ADP Workforce Now HRIS, or similar system.
Demonstrated success in all human resources functional areas within a collaborative, fast-paced, and diverse staff environment and an evolving culture.
Outstanding interpersonal, problem-solving, and mentoring skills.
Demonstrated success in working with and gaining the respect of multiple constituencies including senior executives and staff at all levels, managing projects from idea to outcomes; strategic thinking; innovating; and navigating nimbly and effectively through changing and ambiguous situations.
Track record of handling confidential and sensitive matters with utmost discretion.
Ideal Candidates Will Also Have:
Bachelor’s degree specifically in Business Administration, Human Resources or other related field, and a Master’s degree.
Professional of Human Resources Certification (PHR).
Demonstrated success applying an equity lens to human resources work, conducting comprehensive needs analyses, creating organization design and development initiatives, and implementing change models – including intentional efforts to transform organizational culture – while proactively driving ongoing work.
Knowledge of organizational effectiveness trends and best practices for advancing equity in nonprofit organizations.
Strong working knowledge of applicable federal and state employment laws.
Knowledge of and passion for gender justice and advocacy.
Key Relationships
The Director will report directly to the Vice President for Administration and Finance and will work across the organization, including with the COO & Chief of Staff and the General Counsel and Senior Advisor for Education. The Director will supervise the HR Manager for Talent and the Senior Benefits Manager.
Compensation
A minimum salary of $121,500 will be provided to the successful candidate having a Bachelor’s Degree and seven years of relevant experience. Compensation will be both competitive and commensurate with the successful candidate’s background and experience.
The National Women’s Law Center is an Equal Opportunity/Affirmative Action employer and values a diverse workforce. We strongly encourage and seek applications from people with disabilities; people of all gender identities; people of color, including bilingual and bicultural individuals; veterans; and LGBTQI individuals.
Reasonable Accommodations
As noted above, NWLC welcomes applications from individuals with disabilities. If you require reasonable accommodations during any part of the hiring process, please email us at humanresources@nwlc.org or you may send the request by mail to National Women’s Law Center Attention: Human Resources Manager - Talent 11 Dupont Circle NW, Suite 800 Washington, DC 20036. recblid x1vezgxfiknh3spwz5zola17ab9ua9
Dec 28, 2018
The National Women’s Law Center seeks an experienced, strategic, and hands-on Director of Human Resources to guide and direct its human resources function, with an intentional focus on diversity, equity and inclusion. This position will lead recruiting efforts, employee relations, benefits plans and administration, and professional development programs for the entire organization, and participate in internal change management projects. In addition, the Director will play a key role in ensuring that the Law Center’s human resources policies and practices comply with applicable federal and state employment laws, are regularly bench marked against peer organizations, and are aligned with the Law Center’s external workplace justice advocacy.
The Organization
We are passionate champions of national and state policies and laws that help women and girls achieve their potential throughout their lives- at school, at work, at home, in their families, and in their communities. We are committed advocates who take on the toughest challenges, especially for women who face multiple and intersecting forms of discrimination and women who are low-income – and we make change happen. We are proud to have been on the front lines of virtually every major advance for women since 1972, benefiting women, their families, their communities, and the nation. The Law Center has a staff of more than 80 and an annual budget of more than $18 million. Guided by the organization’s strategic plan, the Law Center is growing in size, influence and impact, and making significant changes internally in systems, processes and culture to support this growth.
Key Responsibilities
Oversee the development of robust recruitment, hiring and onboarding plans and implementation of activities such as placing ads, advising on how to attract a diverse pool of candidates, reviewing resumes, conducting screening interviews, administering tests or KTI evaluations, conducting reference and background checks, and delivering staff orientation programs.
Create and develop accurate written job descriptions with clear job accountabilities, reporting structures and career paths, and establish and maintain processes for updating these regularly. Collaborate with senior staff to facilitate talent planning initiatives across teams.
Develop performance management, career pathway, and feedback processes, leading efforts to adapt these as the Law Center grows and to advance equity goals. Coach supervisors in developing their management skills and provide proactive guidance to supervisors and employees on employee relations issues within their teams and across the organization.
Coach employees on subjects such as career, leadership and performance development plans, and compensation matters, and actively support employees during organizational change initiatives.
Design professional development plans and programs; oversee the organization of training sessions, workshops, and activities.
Oversee design of benefit plans, negotiations with benefit carriers, and regular reviews of benefits offered; oversee development and distribution of employee benefits packages, handbooks, and materials.
Develop and implement data tools to support the Law Center’s equity goals, such as staff diversity dashboards and a staff climate survey, leveraging outside consultants and other resources as needed.
Work with the Vice President for Administration & Finance to establish and administer salary guidelines for each position that ensure equity.
Work with the Vice President for Administration & Finance, the General Counsel and Senior Advisor for Education, and the COO & Chief of Staff to ensure that human resources policies and practices comply with federal and state employment regulations, are regularly benchmarked against peer organizations, and are aligned with the Law Center’s external workplace justice advocacy; recommend and implement changes as these evolve.
Directly supervise the HR Manager for Talent and Senior Benefits Manager.
Qualified Candidates Must Have :
Bachelor’s degree from an accredited college or university.
At least seven years of strategic human resource leadership experience.
Proficient working knowledge of the ADP Workforce Now HRIS, or similar system.
Demonstrated success in all human resources functional areas within a collaborative, fast-paced, and diverse staff environment and an evolving culture.
Outstanding interpersonal, problem-solving, and mentoring skills.
Demonstrated success in working with and gaining the respect of multiple constituencies including senior executives and staff at all levels, managing projects from idea to outcomes; strategic thinking; innovating; and navigating nimbly and effectively through changing and ambiguous situations.
Track record of handling confidential and sensitive matters with utmost discretion.
Ideal Candidates Will Also Have:
Bachelor’s degree specifically in Business Administration, Human Resources or other related field, and a Master’s degree.
Professional of Human Resources Certification (PHR).
Demonstrated success applying an equity lens to human resources work, conducting comprehensive needs analyses, creating organization design and development initiatives, and implementing change models – including intentional efforts to transform organizational culture – while proactively driving ongoing work.
Knowledge of organizational effectiveness trends and best practices for advancing equity in nonprofit organizations.
Strong working knowledge of applicable federal and state employment laws.
Knowledge of and passion for gender justice and advocacy.
Key Relationships
The Director will report directly to the Vice President for Administration and Finance and will work across the organization, including with the COO & Chief of Staff and the General Counsel and Senior Advisor for Education. The Director will supervise the HR Manager for Talent and the Senior Benefits Manager.
Compensation
A minimum salary of $121,500 will be provided to the successful candidate having a Bachelor’s Degree and seven years of relevant experience. Compensation will be both competitive and commensurate with the successful candidate’s background and experience.
The National Women’s Law Center is an Equal Opportunity/Affirmative Action employer and values a diverse workforce. We strongly encourage and seek applications from people with disabilities; people of all gender identities; people of color, including bilingual and bicultural individuals; veterans; and LGBTQI individuals.
Reasonable Accommodations
As noted above, NWLC welcomes applications from individuals with disabilities. If you require reasonable accommodations during any part of the hiring process, please email us at humanresources@nwlc.org or you may send the request by mail to National Women’s Law Center Attention: Human Resources Manager - Talent 11 Dupont Circle NW, Suite 800 Washington, DC 20036. recblid x1vezgxfiknh3spwz5zola17ab9ua9
HR Generalist - Nights (2PM - Midnight)
Description
Provides day-to-day support to assigned client groups by executing the tactical aspects of Human Resources in the areas of employee relations, labor relations, training, staffing, compensation and benefits.
Primary responsibilities include:
Interprets company policies and counsels employees on employment issues. Assists with the implementation of new company policies and ensures compliance.
Consults with supervisors and managers on basic labor and employee relations issues. Assist management at the tactical level to resolve issues and develop solutions.
Partners with management team to effectively facilitate, administer and execute established performance management processes such as, 1:1s, coaching discussions, disciplinary action, performance development or improvement plans and formal performance reviews.
Actively support organizational change and continuous improvement efforts in conjunction with the OrganizationalDevelopment (OD) team.
Coordinates departmental changes including: promotions, transfers, equity adjustments and restructures. Partners with management to create and/or update existing job descriptions as necessary.
Participates in the recruitment and selection process for internal and external candidates. Responsible for interviewing and providing feedback on hiring decisions. Partners with Compensation to determine equitable employment offers.
Delivers training and development programs in partnership with OD team as needed.
Partners with other HR functions to disseminate departmental or company-wide communications effectively.
Qualifications:
Bachelor’s degree in Human Resource Management or related field required. Equivalent experience may be a consideration.
0-3 years HR-related experience
General knowledge of employment laws and practices (ADA, FMLA, EEO, etc..)
Solid communication skills (verbal and written).
If you meet these requirements and are interested in this position, to be considered for an interview you must complete an online application at www.wellscareers.com
Wells Enterprises is an EEO/AA employer M/F/Vet/Dis recblid vgcofyjgnxgkqx7eavdylx8cy0wopz
Dec 25, 2018
HR Generalist - Nights (2PM - Midnight)
Description
Provides day-to-day support to assigned client groups by executing the tactical aspects of Human Resources in the areas of employee relations, labor relations, training, staffing, compensation and benefits.
Primary responsibilities include:
Interprets company policies and counsels employees on employment issues. Assists with the implementation of new company policies and ensures compliance.
Consults with supervisors and managers on basic labor and employee relations issues. Assist management at the tactical level to resolve issues and develop solutions.
Partners with management team to effectively facilitate, administer and execute established performance management processes such as, 1:1s, coaching discussions, disciplinary action, performance development or improvement plans and formal performance reviews.
Actively support organizational change and continuous improvement efforts in conjunction with the OrganizationalDevelopment (OD) team.
Coordinates departmental changes including: promotions, transfers, equity adjustments and restructures. Partners with management to create and/or update existing job descriptions as necessary.
Participates in the recruitment and selection process for internal and external candidates. Responsible for interviewing and providing feedback on hiring decisions. Partners with Compensation to determine equitable employment offers.
Delivers training and development programs in partnership with OD team as needed.
Partners with other HR functions to disseminate departmental or company-wide communications effectively.
Qualifications:
Bachelor’s degree in Human Resource Management or related field required. Equivalent experience may be a consideration.
0-3 years HR-related experience
General knowledge of employment laws and practices (ADA, FMLA, EEO, etc..)
Solid communication skills (verbal and written).
If you meet these requirements and are interested in this position, to be considered for an interview you must complete an online application at www.wellscareers.com
Wells Enterprises is an EEO/AA employer M/F/Vet/Dis recblid vgcofyjgnxgkqx7eavdylx8cy0wopz
Associate HR Business Partner
Provides day-to-day support to assigned client groups by executing tactical aspects of Human Resources in areas of employee relations, labor relations, staffing, training, compensation & benefits.
Coordinates departmental changes including: promotions, transfers, equity adjustments & restructures. Partners with management to create and/or update existing job descriptions.
Partners with management team to effectively facilitate, administer & execute established performance management & development processes.
Consults with supervisors & managers on complex labor & employee relations issues. Assist management at tactical level to resolve issues & develop solutions.
Strong working knowledge & practical application of HR policies & procedures. Comprehensive knowledge & practical application of employment laws & practices (ADA, FMLA, EEO, etc.)
Bachelor’s degree in Human Resource Management or related field required and 3+ years of progressive HR-related experience required. Equivalent experience may be a consideration.
If you meet these requirements and are interested in this position, to be considered for an interview you must complete an online application at www.wellscareers.com
Wells Enterprises, Inc., is an EEO/AA Employer M/F/Vet/Disabled recblid g4uwm5y8m7oql67kfrotr5ua4l26j3
Dec 25, 2018
Associate HR Business Partner
Provides day-to-day support to assigned client groups by executing tactical aspects of Human Resources in areas of employee relations, labor relations, staffing, training, compensation & benefits.
Coordinates departmental changes including: promotions, transfers, equity adjustments & restructures. Partners with management to create and/or update existing job descriptions.
Partners with management team to effectively facilitate, administer & execute established performance management & development processes.
Consults with supervisors & managers on complex labor & employee relations issues. Assist management at tactical level to resolve issues & develop solutions.
Strong working knowledge & practical application of HR policies & procedures. Comprehensive knowledge & practical application of employment laws & practices (ADA, FMLA, EEO, etc.)
Bachelor’s degree in Human Resource Management or related field required and 3+ years of progressive HR-related experience required. Equivalent experience may be a consideration.
If you meet these requirements and are interested in this position, to be considered for an interview you must complete an online application at www.wellscareers.com
Wells Enterprises, Inc., is an EEO/AA Employer M/F/Vet/Disabled recblid g4uwm5y8m7oql67kfrotr5ua4l26j3
Rappahannock Electric Cooperative
Fredericksburg, VA 22401, USA
Rappahannock Electric Cooperative Fredericksburg, Virginia
Repost
Human Resources Talent Acquisition Specialist/Recruiter
Job Posting #: 70FB12192018
Job Grade: 12
Job Classification: Exempt
Education:
Associate's degree required.
Additional college level courses related to job also preferred.
PHR (Professional Human Resources), SPHR (Senior Professional Human Resources), SHRM-CP (SHRM Certified Professional), or SHRM-SCP (SHRM Senior Certified Professional) certificate a plus.
Work Experience: Must have eight (8) years of current recruiting/talent acquisition experience where responsibilities have progressively increased. Additional experience in one or more of the areas of human resources administration, i.e., personnel, benefits, or payroll, desired.
Summary of Job Duties:
Develops recruitment strategies to achieve required staffing levels.
Works with managers to develop specific recruiting and succession plans.
Assists with developing and maintaining professional relationships with college, university, and community college placement offices as a source to generate qualified applicants.
Directs the efforts of employment agencies and search firms, including negotiating and controlling employment-related fees.
Assists with scheduling and attending job/career fairs with appropriate staff to generate qualified applicants.
Provides information on company operations and job opportunities to potential applicants.
Screens and refers qualified applicants to hiring manager for interviewing.
May provide initial screening to obtain work history, education, training, job skills, and salary requirements.
Develops and conducts training programs for managers with a goal of improving recruiting and hiring efficiencies and reducing turnover.
Researches, analyzes, prepares and presents hiring and statistics.
Maintains records on recruiting activities as required.
Participates in development of annual recruiting budget.
Backup HR Generalist as needed and perform other duties as assigned.
Communication Skills: Must be able to compose clear, concise, and grammatically correct written communications with attention to detail. Must be able to communicate with individuals and small groups in a clear and effective manner. Must be able to work with a wide variety of individuals both internal and external to the Cooperative.
Abilities and Skills: Must demonstrate initiative to seek out and act upon solutions. Must have the ability to handle multiple priorities and be detail oriented. Must be outgoing, proactive, and able to engage others through personality. Must be enthusiastic, energetic, passionate, outgoing, approachable, and optimistic. Must also be competitive, tenacious, and creative. Must be able to organize, plan, schedule and coordinate with minimal or no supervision. Must be able to initiate and complete projects with little outside direction or help. Must exhibit a professional appearance and manner in dealing with others and work to maintain constructive working relationships. Must have a team-player attitude. Must be able to research information and analyze data to arrive at valid conclusions required.
Job Knowledge: Knowledge in human resources related field, business and labor laws, labor relations, insurance, payroll, training, planning and administration principles and practices strongly preferred.
Working Conditions: Work will be primarily performed in the Fredericksburg office with occasional trips to the district locations. Attendance of seminars and conferences several times a year is also required. Extra hours may be required during emergencies or workload demands.
recblid lmqu35bfdg0wd8ddy9q7jk9bm3wajb
Dec 24, 2018
Rappahannock Electric Cooperative Fredericksburg, Virginia
Repost
Human Resources Talent Acquisition Specialist/Recruiter
Job Posting #: 70FB12192018
Job Grade: 12
Job Classification: Exempt
Education:
Associate's degree required.
Additional college level courses related to job also preferred.
PHR (Professional Human Resources), SPHR (Senior Professional Human Resources), SHRM-CP (SHRM Certified Professional), or SHRM-SCP (SHRM Senior Certified Professional) certificate a plus.
Work Experience: Must have eight (8) years of current recruiting/talent acquisition experience where responsibilities have progressively increased. Additional experience in one or more of the areas of human resources administration, i.e., personnel, benefits, or payroll, desired.
Summary of Job Duties:
Develops recruitment strategies to achieve required staffing levels.
Works with managers to develop specific recruiting and succession plans.
Assists with developing and maintaining professional relationships with college, university, and community college placement offices as a source to generate qualified applicants.
Directs the efforts of employment agencies and search firms, including negotiating and controlling employment-related fees.
Assists with scheduling and attending job/career fairs with appropriate staff to generate qualified applicants.
Provides information on company operations and job opportunities to potential applicants.
Screens and refers qualified applicants to hiring manager for interviewing.
May provide initial screening to obtain work history, education, training, job skills, and salary requirements.
Develops and conducts training programs for managers with a goal of improving recruiting and hiring efficiencies and reducing turnover.
Researches, analyzes, prepares and presents hiring and statistics.
Maintains records on recruiting activities as required.
Participates in development of annual recruiting budget.
Backup HR Generalist as needed and perform other duties as assigned.
Communication Skills: Must be able to compose clear, concise, and grammatically correct written communications with attention to detail. Must be able to communicate with individuals and small groups in a clear and effective manner. Must be able to work with a wide variety of individuals both internal and external to the Cooperative.
Abilities and Skills: Must demonstrate initiative to seek out and act upon solutions. Must have the ability to handle multiple priorities and be detail oriented. Must be outgoing, proactive, and able to engage others through personality. Must be enthusiastic, energetic, passionate, outgoing, approachable, and optimistic. Must also be competitive, tenacious, and creative. Must be able to organize, plan, schedule and coordinate with minimal or no supervision. Must be able to initiate and complete projects with little outside direction or help. Must exhibit a professional appearance and manner in dealing with others and work to maintain constructive working relationships. Must have a team-player attitude. Must be able to research information and analyze data to arrive at valid conclusions required.
Job Knowledge: Knowledge in human resources related field, business and labor laws, labor relations, insurance, payroll, training, planning and administration principles and practices strongly preferred.
Working Conditions: Work will be primarily performed in the Fredericksburg office with occasional trips to the district locations. Attendance of seminars and conferences several times a year is also required. Extra hours may be required during emergencies or workload demands.
recblid lmqu35bfdg0wd8ddy9q7jk9bm3wajb
Marriott International is the world's largest hotel company, with more brands, more hotels and more opportunities for associates to grow and succeed. We believe a great career is a journey of discovery and exploration. So, we ask, where will your journey take you? Job Summary ABOUT OUR TEAM The Organizational Capability (OC) COE is dedicated to enabling the organization through building business capabilities in the areas of organizational and process design, talent activation, team effectiveness and change/deployment management. The OC COE is focused broadly on strengthening the alignment between business priorities and organizational strategy (structure, processes, systems, talent, change, culture, etc.). Through specific expertise in these efforts, we work to ensure Marriott International (MI) optimizes its return on human capital investments through a high performing organization. ABOUT THE ROLE The Senior Manager Change Management & Deployment Readiness is responsible for supporting the creation and execution of the change management and deployment strategy for a global Human Capital Management and Payroll System implementation known as "Project Catapult". Project Catapult is the next step in fulfilling Marriott's vision of a single integrated Workforce Management Platform and includes the implementation of cloud-based Human Capital Management and payroll applications. Interested candidates will take on a project assignment to support this critical initiative for approximately 24 months. The exposure you will gain, from the people to the tools, will set you up to compete for a variety of roles across the organization at the conclusion of the project assignment. As a member of the Project Catapult team, you will be working with a diverse group of stakeholders and supporting the technology of the future for Global HR. The new workforce management platform will impact associates globally and the journey will be both challenging and rewarding. The role will be responsible for developing and deploying change management and deployment strategies through practical application of change management knowledge, technical capabilities, and interpersonal skills; communication strategies, messaging, tactics, channels, and tools; and learning tools and techniques to successfully achieve milestones and objectives of the project. The role will also require strong project management skills to create and implement deployment readiness activities. The position should have a consultative skill set and approach to problem solving, as well as a flexible and collaborative working style. The resource should be comfortable leveraging standard tools and best practices from prior experience to best meet project needs. The work requires the individual to be highly adaptable to change, work within tight timelines, and work collaboratively with multiple stakeholder groups. CORE WORK ACTIVITIES Contribute Change Management Strategies * Contribute to the development and execution of the change management strategy and deployment plan for a global HCM and payroll systems implementation * Contribute to the design and development of change management and deployment deliverables, including case for change, stakeholder analysis, change impact assessment, communication strategy/plan, leadership action plan, deployment roadmap, etc * Leverages best in class change management and deployment models and methodologies (i.e., stakeholder assessments, deployment readiness checklists) to provide consistent processes, tools, and services to customers. * Implements change management programs that ensure stakeholders are knowledgeable, prepared, and motivated for the changes and develop the skills and knowledge necessary to be successful. * Provide input to ensure learning programs, training, and support materials are effective. Execute Change Management Activities * Create and update resources to support the change management strategy, in coordination with communications team members, such as job aids, intranet pages, deployment checklists, etc * Create and maintain the deployment readiness scorecard; monitor and manage cross-functional teams to ensure critical activities are completed * Manage change adoption efforts, facilitating measurement activities and analysis of results * Developing methods, tools, and templates for project teams on change management best practices, management concepts and approaches * Build and maintain relationships with stakeholders who have accountability for program or initiative execution * Identifies and mitigate deployment risks, manage escalations, capture feedback, resolve issues, and facilitate cross-group discussions to ensure efficient pilots and launches * Builds and maintains relationships with stakeholders who have accountability for program/initiative execution. * Consult with stakeholders across functional areas to ensure successful change management occurs to support global pilots and launches. * Analyzes information and evaluates results to choose the best solution and solve problems. Additional Responsibilities * Demonstrate self-confidence, energy and enthusiasm, * Inform and/or update executives, peers, and subordinates on relevant information in a timely manner. * Manage time effectively and conducts activities in an organized manner. * Presents ideas, expectations and information in a concise, organized manner. * Uses problem solving methodology for decision making and follow up. * Performs other reasonable duties as assigned by manager. * Support in Human Resources activities, as directed by leadership, for other roles on the PMO & Deployment Readiness team CANDIDATE PROFILE Education and Experience * 4-year bachelor's degree from an accredited university in Business Administration, Communications, Psychology, Marketing, or related major * 5+ years of overall work experience * 4+ years of related work experience work experience related to change management and/or deployment consulting * Experience consulting to business leaders and providing change management and deployment support * Experience managing the change associated with a complex, global system implementation * Demonstrated success working in a complex, service-intensive and deadline driven environment * Ability to work and influence a wide range of cross-functional teams and leaders within a matrixed organization * Ability to develop "client-ready" presentation material and communicate effectively to broad range of stakeholders (including senior leaders and hotel associates) * Strong project management and communications skills * Proficiency with Microsoft Word, Excel, and PowerPoint applications * Hospitality experience is a plus Certifications Earned on the Job (preferred but not required upon entry) Marriott International is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture. Marriott International does not discriminate on the basis of disability, veteran status or any other basis protected under federal, state or local laws.
Jan 16, 2019
Full time
Marriott International is the world's largest hotel company, with more brands, more hotels and more opportunities for associates to grow and succeed. We believe a great career is a journey of discovery and exploration. So, we ask, where will your journey take you? Job Summary ABOUT OUR TEAM The Organizational Capability (OC) COE is dedicated to enabling the organization through building business capabilities in the areas of organizational and process design, talent activation, team effectiveness and change/deployment management. The OC COE is focused broadly on strengthening the alignment between business priorities and organizational strategy (structure, processes, systems, talent, change, culture, etc.). Through specific expertise in these efforts, we work to ensure Marriott International (MI) optimizes its return on human capital investments through a high performing organization. ABOUT THE ROLE The Senior Manager Change Management & Deployment Readiness is responsible for supporting the creation and execution of the change management and deployment strategy for a global Human Capital Management and Payroll System implementation known as "Project Catapult". Project Catapult is the next step in fulfilling Marriott's vision of a single integrated Workforce Management Platform and includes the implementation of cloud-based Human Capital Management and payroll applications. Interested candidates will take on a project assignment to support this critical initiative for approximately 24 months. The exposure you will gain, from the people to the tools, will set you up to compete for a variety of roles across the organization at the conclusion of the project assignment. As a member of the Project Catapult team, you will be working with a diverse group of stakeholders and supporting the technology of the future for Global HR. The new workforce management platform will impact associates globally and the journey will be both challenging and rewarding. The role will be responsible for developing and deploying change management and deployment strategies through practical application of change management knowledge, technical capabilities, and interpersonal skills; communication strategies, messaging, tactics, channels, and tools; and learning tools and techniques to successfully achieve milestones and objectives of the project. The role will also require strong project management skills to create and implement deployment readiness activities. The position should have a consultative skill set and approach to problem solving, as well as a flexible and collaborative working style. The resource should be comfortable leveraging standard tools and best practices from prior experience to best meet project needs. The work requires the individual to be highly adaptable to change, work within tight timelines, and work collaboratively with multiple stakeholder groups. CORE WORK ACTIVITIES Contribute Change Management Strategies * Contribute to the development and execution of the change management strategy and deployment plan for a global HCM and payroll systems implementation * Contribute to the design and development of change management and deployment deliverables, including case for change, stakeholder analysis, change impact assessment, communication strategy/plan, leadership action plan, deployment roadmap, etc * Leverages best in class change management and deployment models and methodologies (i.e., stakeholder assessments, deployment readiness checklists) to provide consistent processes, tools, and services to customers. * Implements change management programs that ensure stakeholders are knowledgeable, prepared, and motivated for the changes and develop the skills and knowledge necessary to be successful. * Provide input to ensure learning programs, training, and support materials are effective. Execute Change Management Activities * Create and update resources to support the change management strategy, in coordination with communications team members, such as job aids, intranet pages, deployment checklists, etc * Create and maintain the deployment readiness scorecard; monitor and manage cross-functional teams to ensure critical activities are completed * Manage change adoption efforts, facilitating measurement activities and analysis of results * Developing methods, tools, and templates for project teams on change management best practices, management concepts and approaches * Build and maintain relationships with stakeholders who have accountability for program or initiative execution * Identifies and mitigate deployment risks, manage escalations, capture feedback, resolve issues, and facilitate cross-group discussions to ensure efficient pilots and launches * Builds and maintains relationships with stakeholders who have accountability for program/initiative execution. * Consult with stakeholders across functional areas to ensure successful change management occurs to support global pilots and launches. * Analyzes information and evaluates results to choose the best solution and solve problems. Additional Responsibilities * Demonstrate self-confidence, energy and enthusiasm, * Inform and/or update executives, peers, and subordinates on relevant information in a timely manner. * Manage time effectively and conducts activities in an organized manner. * Presents ideas, expectations and information in a concise, organized manner. * Uses problem solving methodology for decision making and follow up. * Performs other reasonable duties as assigned by manager. * Support in Human Resources activities, as directed by leadership, for other roles on the PMO & Deployment Readiness team CANDIDATE PROFILE Education and Experience * 4-year bachelor's degree from an accredited university in Business Administration, Communications, Psychology, Marketing, or related major * 5+ years of overall work experience * 4+ years of related work experience work experience related to change management and/or deployment consulting * Experience consulting to business leaders and providing change management and deployment support * Experience managing the change associated with a complex, global system implementation * Demonstrated success working in a complex, service-intensive and deadline driven environment * Ability to work and influence a wide range of cross-functional teams and leaders within a matrixed organization * Ability to develop "client-ready" presentation material and communicate effectively to broad range of stakeholders (including senior leaders and hotel associates) * Strong project management and communications skills * Proficiency with Microsoft Word, Excel, and PowerPoint applications * Hospitality experience is a plus Certifications Earned on the Job (preferred but not required upon entry) Marriott International is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture. Marriott International does not discriminate on the basis of disability, veteran status or any other basis protected under federal, state or local laws.
At Sheraton, we go above and beyond in everything we do. We are inspired by our guests and one another - and are driven to make things better. We love what we do, and we give it all we've got - on property and off. When guests stay with us, it's not just a room with a bed that they're buying. It's an experience. We're looking for someone who is ready to go beyond in everything they do. If you are someone with a genuine drive to improve your life and the lives of those around you, we encourage you to explore careers with Sheraton. JOB SUMMARY As a member of the property Human Resources support staff, he/she works with Human Resources employees to carry out the daily activities of the Human Resource Office including oversight of recruitment, total compensation, and training and development. Additionally, he/she focuses on delivering HR services that meet or exceed the needs of employees and enable business success; as well as ensures compliance with all applicable laws, regulations and operating procedures. CANDIDATE PROFILE Education and Experience * High school diploma or GED; 3 years experience in the human resources, management operations, or related professional area. OR * 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 1 year experience in the human resources, management operations, or related professional area. CORE WORK ACTIVITIES Managing Recruitment and Hiring Process * Assists in the interviewing and hiring of Human Resource employee team members with the appropriate skills, as needed. * Establishes and maintains contact with external recruitment sources. * Attends job fairs and ensures documentation of outreach efforts in accordance with Human Resource Standard Operating Procedures. * Networks with local organizations (e.g., Hotel Association and peers) to source candidates for current or future openings. * Oversees/monitors candidate identification and selection process. * Provides subject matter expertise to property managers regarding selection procedures. * Partners with vendor partners to ensure effective advertisement efforts are being utilized for open positions in appropriate venues to attract a diverse candidate pool. * Performs quality control on candidate identification/selection. Administering and Educating Employee Benefits * Works with the unemployment services provider to respond to unemployment claims; reviews provider reports for accuracy and corrects errors. * Prepares, audits and distributes unemployment claim activity reports to property management. * Attends unemployment hearings and ensures property is properly represented. * Ensures that department has the available resources on hand to administer employee. Managing Employee Development * Supports a departmental orientation program for employees to receive the appropriate new hire training to successfully perform their job. * Ensures employees are cross-trained to support successful daily operations. * Uses all available on the job training tools for employees; supervise on-going training initiatives and conducts training, when appropriate. * Ensures coordination and facilitation of new hire orientation program to generate a positive first impression for employees and emphasize the importance of guest service in company culture. * Ensures attendance by all new hires and participation of the leadership team in training programs * Collaborates with management team to ensure departmental orientation processes are in place and employees receive the appropriate new hire training to successfully perform their job. Maintaining Employee Relations * Assists in maintaining effective employee communication channels in the property (e.g., develops daily communications and assists with regularly scheduled property-wide meetings). * Reviews progressive discipline documentation for accuracy and consistency, and checks for supportive documentation and is accountable for determining appropriate action. * Utilizes an "open door" policy to acknowledge employee problems or concerns in a timely manner * Ensures employee issues are referred to the Department Manager for resolution or escalated to the Director of Human Resources/Multi-Property Director of Human Resources. * Partners with Loss Prevention to conduct employee accident investigations, as necessary. * Communicates performance expectations in accordance with job descriptions for each position. Managing Legal and Compliance Practices * Ensures employee files contain required employment paperwork, proper performance management and compensation documentation, are properly maintained and secured for the required length of time. * Ensures compliance with procedure for accessing, reviewing, and auditing employee files and ensure compliance with the Privacy Act. * Ensures medical records are maintained in a separate, secure and confidential medical file. * Facilitates random, reasonable belief and post accident drug testing process (in properties where applicable). * Communicates property rules and regulations via the employee handbook. * Ensures all safety and security policies (e.g., property removal, lost and found items, blood borne pathogens, accident reporting, and hygiene) are communicated to employees on a regular basis through orientation, property meetings, bulletin boards, etc. * Conducts periodic claims reviews with Regional Claims office to ensure claims are closed in a timely manner and reserve levels are appropriate for open claims. * Represents Human Resources at the property Safety Committee; helps to identify ways to create awareness of the importance of safety in the workplace and decrease accident frequency and severity. * Manages Workers Compensation claims to ensure appropriate employee care and manage costs. * Oversees the selection/non-selection and offers processes to ensure proper procedures are followed (e.g., valid reasons for selection/non-selection and applicants receive status notifications). Marriott International is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture. Marriott International does not discriminate on the basis of disability, veteran status or any other basis protected under federal, state or local laws.
Jan 16, 2019
Full time
At Sheraton, we go above and beyond in everything we do. We are inspired by our guests and one another - and are driven to make things better. We love what we do, and we give it all we've got - on property and off. When guests stay with us, it's not just a room with a bed that they're buying. It's an experience. We're looking for someone who is ready to go beyond in everything they do. If you are someone with a genuine drive to improve your life and the lives of those around you, we encourage you to explore careers with Sheraton. JOB SUMMARY As a member of the property Human Resources support staff, he/she works with Human Resources employees to carry out the daily activities of the Human Resource Office including oversight of recruitment, total compensation, and training and development. Additionally, he/she focuses on delivering HR services that meet or exceed the needs of employees and enable business success; as well as ensures compliance with all applicable laws, regulations and operating procedures. CANDIDATE PROFILE Education and Experience * High school diploma or GED; 3 years experience in the human resources, management operations, or related professional area. OR * 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 1 year experience in the human resources, management operations, or related professional area. CORE WORK ACTIVITIES Managing Recruitment and Hiring Process * Assists in the interviewing and hiring of Human Resource employee team members with the appropriate skills, as needed. * Establishes and maintains contact with external recruitment sources. * Attends job fairs and ensures documentation of outreach efforts in accordance with Human Resource Standard Operating Procedures. * Networks with local organizations (e.g., Hotel Association and peers) to source candidates for current or future openings. * Oversees/monitors candidate identification and selection process. * Provides subject matter expertise to property managers regarding selection procedures. * Partners with vendor partners to ensure effective advertisement efforts are being utilized for open positions in appropriate venues to attract a diverse candidate pool. * Performs quality control on candidate identification/selection. Administering and Educating Employee Benefits * Works with the unemployment services provider to respond to unemployment claims; reviews provider reports for accuracy and corrects errors. * Prepares, audits and distributes unemployment claim activity reports to property management. * Attends unemployment hearings and ensures property is properly represented. * Ensures that department has the available resources on hand to administer employee. Managing Employee Development * Supports a departmental orientation program for employees to receive the appropriate new hire training to successfully perform their job. * Ensures employees are cross-trained to support successful daily operations. * Uses all available on the job training tools for employees; supervise on-going training initiatives and conducts training, when appropriate. * Ensures coordination and facilitation of new hire orientation program to generate a positive first impression for employees and emphasize the importance of guest service in company culture. * Ensures attendance by all new hires and participation of the leadership team in training programs * Collaborates with management team to ensure departmental orientation processes are in place and employees receive the appropriate new hire training to successfully perform their job. Maintaining Employee Relations * Assists in maintaining effective employee communication channels in the property (e.g., develops daily communications and assists with regularly scheduled property-wide meetings). * Reviews progressive discipline documentation for accuracy and consistency, and checks for supportive documentation and is accountable for determining appropriate action. * Utilizes an "open door" policy to acknowledge employee problems or concerns in a timely manner * Ensures employee issues are referred to the Department Manager for resolution or escalated to the Director of Human Resources/Multi-Property Director of Human Resources. * Partners with Loss Prevention to conduct employee accident investigations, as necessary. * Communicates performance expectations in accordance with job descriptions for each position. Managing Legal and Compliance Practices * Ensures employee files contain required employment paperwork, proper performance management and compensation documentation, are properly maintained and secured for the required length of time. * Ensures compliance with procedure for accessing, reviewing, and auditing employee files and ensure compliance with the Privacy Act. * Ensures medical records are maintained in a separate, secure and confidential medical file. * Facilitates random, reasonable belief and post accident drug testing process (in properties where applicable). * Communicates property rules and regulations via the employee handbook. * Ensures all safety and security policies (e.g., property removal, lost and found items, blood borne pathogens, accident reporting, and hygiene) are communicated to employees on a regular basis through orientation, property meetings, bulletin boards, etc. * Conducts periodic claims reviews with Regional Claims office to ensure claims are closed in a timely manner and reserve levels are appropriate for open claims. * Represents Human Resources at the property Safety Committee; helps to identify ways to create awareness of the importance of safety in the workplace and decrease accident frequency and severity. * Manages Workers Compensation claims to ensure appropriate employee care and manage costs. * Oversees the selection/non-selection and offers processes to ensure proper procedures are followed (e.g., valid reasons for selection/non-selection and applicants receive status notifications). Marriott International is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture. Marriott International does not discriminate on the basis of disability, veteran status or any other basis protected under federal, state or local laws.
Boldly coloring outside the lines of luxury, W turns the traditional notion of the extravagant hotel on its head. Our irreverent attitude and taste for excess redefine revelry for the modern jet set. Our guests have a lust for a life less ordinary that drives them to demand more, experience it all, and hit repeat. We share our guests' passions, providing insider access to what's new and what's next. Moderation is not in our vocabulary and we know that lust for life demands more, not less. W guests soak it in and live each day with a mantra: Detox.Retox.Repeat. If you're ready to create the energetic W scene that is magnetic to everyday disruptors around the world, then we invite you to explore a career with W Hotels. Job Summary Create and maintain filing systems. Create and type office correspondence using a computer. Distribute and route mail. Order and track Human Resources office supplies and forms. Answer phone calls and record messages. Create new employee personnel file. Assist walk-in candidates with application procedures. Maintain space designated for completing applications and ensure it is clean, well maintained, and accessible to individuals with disabilities. Respond to questions, requests, and concerns from employees and management regarding company and Human Resources programs, policies and guidelines. Inform Human Resources management of issues related to employee relations within the division or property. Maintain confidentiality and security of employee and property records, files, and information. Ensure accurate maintenance of all employee records and files (e.g., interview documents, I-9's). Follow all company policies and procedures; ensure uniform and personal appearance are clean and professional; maintain confidentiality of proprietary information; protect company assets. Report accidents, injuries, and unsafe work conditions to manager. Welcome and acknowledge all guests according to company standards. Speak with others using clear and professional language; prepare and review written documents accurately and completely; answer telephones using appropriate etiquette. Develop and maintain positive working relationships with others; support team to reach common goals; listen and respond appropriately to the concerns of other employees. Ensure adherence to quality expectations and standards. Enter and locate work-related information using computers and/or point of sale systems. Move, lift, carry, push, pull, and place objects weighing less than or equal to 10 pounds without assistance. Perform other reasonable job duties as requested by Supervisors. Marriott International is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture. Marriott International does not discriminate on the basis of disability, veteran status or any other basis protected under federal, state or local laws.
Jan 16, 2019
Full time
Boldly coloring outside the lines of luxury, W turns the traditional notion of the extravagant hotel on its head. Our irreverent attitude and taste for excess redefine revelry for the modern jet set. Our guests have a lust for a life less ordinary that drives them to demand more, experience it all, and hit repeat. We share our guests' passions, providing insider access to what's new and what's next. Moderation is not in our vocabulary and we know that lust for life demands more, not less. W guests soak it in and live each day with a mantra: Detox.Retox.Repeat. If you're ready to create the energetic W scene that is magnetic to everyday disruptors around the world, then we invite you to explore a career with W Hotels. Job Summary Create and maintain filing systems. Create and type office correspondence using a computer. Distribute and route mail. Order and track Human Resources office supplies and forms. Answer phone calls and record messages. Create new employee personnel file. Assist walk-in candidates with application procedures. Maintain space designated for completing applications and ensure it is clean, well maintained, and accessible to individuals with disabilities. Respond to questions, requests, and concerns from employees and management regarding company and Human Resources programs, policies and guidelines. Inform Human Resources management of issues related to employee relations within the division or property. Maintain confidentiality and security of employee and property records, files, and information. Ensure accurate maintenance of all employee records and files (e.g., interview documents, I-9's). Follow all company policies and procedures; ensure uniform and personal appearance are clean and professional; maintain confidentiality of proprietary information; protect company assets. Report accidents, injuries, and unsafe work conditions to manager. Welcome and acknowledge all guests according to company standards. Speak with others using clear and professional language; prepare and review written documents accurately and completely; answer telephones using appropriate etiquette. Develop and maintain positive working relationships with others; support team to reach common goals; listen and respond appropriately to the concerns of other employees. Ensure adherence to quality expectations and standards. Enter and locate work-related information using computers and/or point of sale systems. Move, lift, carry, push, pull, and place objects weighing less than or equal to 10 pounds without assistance. Perform other reasonable job duties as requested by Supervisors. Marriott International is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture. Marriott International does not discriminate on the basis of disability, veteran status or any other basis protected under federal, state or local laws.
Pay off your Student Loans with $200,000 in Student Loan Repayment as well as an astonishing compensation package in this well established employed pediatric group opportunity. Put your financial worries behind and enjoy a traditional practice opportunity becoming the 3rd pediatrician in this traditional pediatric practice. No weekend clinic hours and shared call so you can enjoy the great outdoor activities. A great benefits package as well with your Tail Malpractice Insurance Paid as well as another 38 Days of Paid Time Off ! If interested, please submit your Cv to: CompHealth and call Quick Facts: Join 2 other pediatricians Employed Salary Opportunity No Weekend Clinic Hours Traditional Practice Using Electronic Medical Records Shared Call Astonishing Compensation Package with Loan Repayment Malpractice Paid includes Tail Coverage and 38 Days Paid Time Off One of the largest cities in the Upper Peninsula with great amenities and excellent location Benefits: Our services are free for you We help negotiate your salary and contract We coordinate interviews and help with licenses Specialized recruiters match your career preferences Experienced support teams take care of every detail
Jan 16, 2019
Full time
Pay off your Student Loans with $200,000 in Student Loan Repayment as well as an astonishing compensation package in this well established employed pediatric group opportunity. Put your financial worries behind and enjoy a traditional practice opportunity becoming the 3rd pediatrician in this traditional pediatric practice. No weekend clinic hours and shared call so you can enjoy the great outdoor activities. A great benefits package as well with your Tail Malpractice Insurance Paid as well as another 38 Days of Paid Time Off ! If interested, please submit your Cv to: CompHealth and call Quick Facts: Join 2 other pediatricians Employed Salary Opportunity No Weekend Clinic Hours Traditional Practice Using Electronic Medical Records Shared Call Astonishing Compensation Package with Loan Repayment Malpractice Paid includes Tail Coverage and 38 Days Paid Time Off One of the largest cities in the Upper Peninsula with great amenities and excellent location Benefits: Our services are free for you We help negotiate your salary and contract We coordinate interviews and help with licenses Specialized recruiters match your career preferences Experienced support teams take care of every detail
A well established, coastal Oregon, multi-specialty group is adding another pediatrician. You will be employed by the group and after two years have a partnership option without buy-in requirements. Work a 4-day work week from 8 am - 5 pm, Monday through Friday. You will enjoy a 1:6 weekday call schedule, 1:8 hospital call. Inpatient responsibilities include newborn and admissions, and the hospital has a hospitalist, This position is offering an extraordinary salary, plus RVU incentives and a full benefits package that includes loan repayment. If you have interest in this position or other like it, please contact Pat McCarthy at or CompHealth. All searches are confidential. Live in a beautiful coastal Oregon community surrounded by a protected bay, lush emerald forests, and the Pacific Ocean. The area offers a variety of outdoor activities, as well as a wide range of shopping, entertainment, and dining experiences. Good schools, low cost of living - it doesn't get any better. Quick Facts: Join a well established multispecialty group 4 day work week 1:6 call 1:8 hospital call Monday through Friday work week, no weekend office hours Extraordinary salary Full benefits package that may include loan repayment Live in a beautiful coastal Oregon community Benefits: Our services are free for you We help negotiate your salary and contract We coordinate interviews and help with licenses Specialized recruiters match your career preferences Experienced support teams take care of every detail
Jan 16, 2019
Full time
A well established, coastal Oregon, multi-specialty group is adding another pediatrician. You will be employed by the group and after two years have a partnership option without buy-in requirements. Work a 4-day work week from 8 am - 5 pm, Monday through Friday. You will enjoy a 1:6 weekday call schedule, 1:8 hospital call. Inpatient responsibilities include newborn and admissions, and the hospital has a hospitalist, This position is offering an extraordinary salary, plus RVU incentives and a full benefits package that includes loan repayment. If you have interest in this position or other like it, please contact Pat McCarthy at or CompHealth. All searches are confidential. Live in a beautiful coastal Oregon community surrounded by a protected bay, lush emerald forests, and the Pacific Ocean. The area offers a variety of outdoor activities, as well as a wide range of shopping, entertainment, and dining experiences. Good schools, low cost of living - it doesn't get any better. Quick Facts: Join a well established multispecialty group 4 day work week 1:6 call 1:8 hospital call Monday through Friday work week, no weekend office hours Extraordinary salary Full benefits package that may include loan repayment Live in a beautiful coastal Oregon community Benefits: Our services are free for you We help negotiate your salary and contract We coordinate interviews and help with licenses Specialized recruiters match your career preferences Experienced support teams take care of every detail
Marriott International is the world's largest hotel company, with more brands, more hotels and more opportunities for associates to grow and succeed. We believe a great career is a journey of discovery and exploration. So, we ask, where will your journey take you? JOBSUMMARY AClaims Adjuster II is responsible for the timely, good faith adjustment anddisposition of self-administered casualty claims in multiplejurisdictions. Responsibility extends toall aspects and phases of investigations, evaluations, negotiations andsettlements/denials of the following claims: workers' compensation, auto liability, no-fault uninsured motorist andgeneral liability SCOPE/BUSINESSCONTEXT/EXPECTED CONTRIBUTIONS Scope * Manage 100-150 casualty claims on assignment. * Acceptable caseloads vary based on the jurisdiction(s),mix and complexity of Worker's Compensation and General Liability cases asdetermined by Claims Unit Manager. ExpectedContributions * Investigate claims promptly - taking statements asnecessary - to determine liability/compensability. * Evaluate damages and pay benefits as prescribed by lawand/or Marriott policies and procedures. * Secure necessary documentation to facilitate timely lossadjustment and maintain primary responsibility for settlement decisions up toindividual authority. * Complete and monitor timely WC payments/statefilings. * Monitor and actively manage WC medical treatment with thegoal of minimizing disability. Consult Occupational Health Services asnecessary. * Manage litigation cases including controlling/directingoutside attorneys, assisting in discovery/trial preparation and strategy. * Evaluate claims for potential third party or subrogationrecovery. * Participate in the Service Call Program and completerequired Service Call reports detailing current case status. Other * Actively participate in regularly scheduled unit meetingsand department meetings. * Comply with Marriott Casualty Claims Policy and ProcedureManual requirements. * Effectively utilize the Valley Oaks System (iVOS) tomanage all claims electronically. * Enter action plan notes/website notes into iVOS. * Participate in activities that foster teamwork andcontinuous quality improvement. CANDIDATEPROFILE Experience * Minimum of 18 months claims adjusting experience. Knowledgeand Skills * Ability to grasp and apply technical knowledge, includinglitigation case management and adjusting skills. * Effective reasoning, analysis and decision making skills. * Effective influence skills. * Strong negotiation skills. * Strong organization skills. * Strong hospitality skills. * Demonstrate strong leadership abilities. * Ability to prioritize work. * Ability to meet deadlines and follow up in a timelymanner. * Good communication skills (verbal, listening, writing),including the ability to deliver difficult messages to customers and/orclaimants. * Good investigation skills. * Basic knowledge of claims process. * Strong computer skills. * Ability to work well in a team, providing assistance tofellow associates and representing the mission of the unit. * Possess a willingness to accept and respond positively toconstructive criticism. * Present oneself with a positive, professional demeanor. * Communicate often with supervisor keeping him/herinformed. * Show dependability. Educationor Certification * High School Diploma or GED preferred. * Two or four year degree from an accredited college/business/technicalschool preferred. * Applicable industry licensing. * Associate in Claims or Associate in Risk Managementpreferred. MarriottInternational is an equal opportunity employer committed to hiring a diverseworkforce and sustaining an inclusive culture. Marriott International does notdiscriminate on the basis of disability, veteran status or any other basisprotected under federal, state or local laws. Marriott International is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture. Marriott International does not discriminate on the basis of disability, veteran status or any other basis protected under federal, state or local laws.
Jan 16, 2019
Full time
Marriott International is the world's largest hotel company, with more brands, more hotels and more opportunities for associates to grow and succeed. We believe a great career is a journey of discovery and exploration. So, we ask, where will your journey take you? JOBSUMMARY AClaims Adjuster II is responsible for the timely, good faith adjustment anddisposition of self-administered casualty claims in multiplejurisdictions. Responsibility extends toall aspects and phases of investigations, evaluations, negotiations andsettlements/denials of the following claims: workers' compensation, auto liability, no-fault uninsured motorist andgeneral liability SCOPE/BUSINESSCONTEXT/EXPECTED CONTRIBUTIONS Scope * Manage 100-150 casualty claims on assignment. * Acceptable caseloads vary based on the jurisdiction(s),mix and complexity of Worker's Compensation and General Liability cases asdetermined by Claims Unit Manager. ExpectedContributions * Investigate claims promptly - taking statements asnecessary - to determine liability/compensability. * Evaluate damages and pay benefits as prescribed by lawand/or Marriott policies and procedures. * Secure necessary documentation to facilitate timely lossadjustment and maintain primary responsibility for settlement decisions up toindividual authority. * Complete and monitor timely WC payments/statefilings. * Monitor and actively manage WC medical treatment with thegoal of minimizing disability. Consult Occupational Health Services asnecessary. * Manage litigation cases including controlling/directingoutside attorneys, assisting in discovery/trial preparation and strategy. * Evaluate claims for potential third party or subrogationrecovery. * Participate in the Service Call Program and completerequired Service Call reports detailing current case status. Other * Actively participate in regularly scheduled unit meetingsand department meetings. * Comply with Marriott Casualty Claims Policy and ProcedureManual requirements. * Effectively utilize the Valley Oaks System (iVOS) tomanage all claims electronically. * Enter action plan notes/website notes into iVOS. * Participate in activities that foster teamwork andcontinuous quality improvement. CANDIDATEPROFILE Experience * Minimum of 18 months claims adjusting experience. Knowledgeand Skills * Ability to grasp and apply technical knowledge, includinglitigation case management and adjusting skills. * Effective reasoning, analysis and decision making skills. * Effective influence skills. * Strong negotiation skills. * Strong organization skills. * Strong hospitality skills. * Demonstrate strong leadership abilities. * Ability to prioritize work. * Ability to meet deadlines and follow up in a timelymanner. * Good communication skills (verbal, listening, writing),including the ability to deliver difficult messages to customers and/orclaimants. * Good investigation skills. * Basic knowledge of claims process. * Strong computer skills. * Ability to work well in a team, providing assistance tofellow associates and representing the mission of the unit. * Possess a willingness to accept and respond positively toconstructive criticism. * Present oneself with a positive, professional demeanor. * Communicate often with supervisor keeping him/herinformed. * Show dependability. Educationor Certification * High School Diploma or GED preferred. * Two or four year degree from an accredited college/business/technicalschool preferred. * Applicable industry licensing. * Associate in Claims or Associate in Risk Managementpreferred. MarriottInternational is an equal opportunity employer committed to hiring a diverseworkforce and sustaining an inclusive culture. Marriott International does notdiscriminate on the basis of disability, veteran status or any other basisprotected under federal, state or local laws. Marriott International is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture. Marriott International does not discriminate on the basis of disability, veteran status or any other basis protected under federal, state or local laws.
A medical center in Massachusetts needs additional anesthesiology support. A physician is retiring so the group is reviewing new candidates. The call schedule is 1:5. The scope of your work will include both personally performed anesthesia and supervision of anesthesia services. You will be supported by a large group of anesthesiologists and anesthetists. A current Massachusetts license will be required. If you do not currently hold a license in MA, CompHealth's licensing team can assist you with the process and application. Final-year residents and fellows are encouraged to apply. H1-B visa holders can be supported. You will receive a competitive compensation package, extra call pay, and relocation reimbursement up to $15K. You will also be provided life insurance, long-term disability and short-term disability, CME time, a 403(b) retirement package, medical and dental benefits, vacation, and malpractice coverage. Come live and practice near Massachusetts' Berkshire Mountains with its scenic rivers and lakes. You'll be within minutes of world-renowned music festivals, art galleries, and museums. You'll be within a reasonable drive of both Boston and NYC for those weekend getaways to big cities. CompHealth is the industry leader in both permanent and locum tenens staffing. With the largest nationwide client network, we have openings in all 50 states serving providers in more than 100 specialties. CompHealth will find the right anesthesiology job in the right location for you. For inquiries about this opportunity, please contact Dona Menton directly at or email your CV and references to CompHealth. Quick Facts: Large group of anesthesiologists 1:5 call schedule Personally performed and supervision $400K in compensation Relocation reimbursement up to $15K Medical benefits, life insurance, and LTD/STD CME time and vacation 403(b) retirement package Benefits: Our services are free for you We help negotiate your salary and contract We coordinate interviews and help with licenses Specialized recruiters match your career preferences Experienced support teams take care of every detail
Jan 16, 2019
Full time
A medical center in Massachusetts needs additional anesthesiology support. A physician is retiring so the group is reviewing new candidates. The call schedule is 1:5. The scope of your work will include both personally performed anesthesia and supervision of anesthesia services. You will be supported by a large group of anesthesiologists and anesthetists. A current Massachusetts license will be required. If you do not currently hold a license in MA, CompHealth's licensing team can assist you with the process and application. Final-year residents and fellows are encouraged to apply. H1-B visa holders can be supported. You will receive a competitive compensation package, extra call pay, and relocation reimbursement up to $15K. You will also be provided life insurance, long-term disability and short-term disability, CME time, a 403(b) retirement package, medical and dental benefits, vacation, and malpractice coverage. Come live and practice near Massachusetts' Berkshire Mountains with its scenic rivers and lakes. You'll be within minutes of world-renowned music festivals, art galleries, and museums. You'll be within a reasonable drive of both Boston and NYC for those weekend getaways to big cities. CompHealth is the industry leader in both permanent and locum tenens staffing. With the largest nationwide client network, we have openings in all 50 states serving providers in more than 100 specialties. CompHealth will find the right anesthesiology job in the right location for you. For inquiries about this opportunity, please contact Dona Menton directly at or email your CV and references to CompHealth. Quick Facts: Large group of anesthesiologists 1:5 call schedule Personally performed and supervision $400K in compensation Relocation reimbursement up to $15K Medical benefits, life insurance, and LTD/STD CME time and vacation 403(b) retirement package Benefits: Our services are free for you We help negotiate your salary and contract We coordinate interviews and help with licenses Specialized recruiters match your career preferences Experienced support teams take care of every detail
