Claudia E. Conte, SHRM-CP

Tamara Swearingen did it for you guys AGAIN!! HOT!! 26 "Seasoned" Talent Acquisition and HR jobs available for Review! HOT!! Mix Group of REMOTE/HYBRID openings listed here for your viewing. 💎💎❤💎💎💜💎💎❤💎💎 👉 Click on the links below and apply directly to the company/job(s) you are interested in everybody... 💎NOTE: When you see job postings here on LinkedIn like this they are Free to you Recruiters and TA Managers to post yours that are specific to Talent Acquistion and Human Resources💎 ✋Please do not send me your resume or to Bill as you ---> NEED to send that directly to the company. 🤞If there is a fit, the companies recruiter will reach out to you to get you setup for initial interviews. 🤞 👉 Keep in mind that Tamara and Bill and Haley and Ethan are NOT the recruiters for these jobs, we are just part of a group of people who are passing leads to folks to help get people like you back to work! 🧡 Connect here on LinkedIn with me; Tamara Swearingen and then hit my notification bell 🔔 to ensure you stay in touch with me so you will not miss my job postings, educational and motivational content I share here on LinkedIn 💙 💚 Remember to keep people in mind who are out of work and if you see 👀 a job or two that fits some people in the job list below, please tag their name in the comment section below so they will get notified and then they too---->can apply! 👉 Show Kindness equals----> "The Human Touch"!!👈 Tamara Swearingen speaks to Human Touch and passing the word to others by tagging their name in the comment section. Glad to see more people are speaking to this verbiage when speaking to those of you out here in LinkedIn Community, ❤️ 👉 Lastly, I have 2 LinkedIn groups I started a few months back for TA jobs ONLY + other content and HR jobs ONLY + other content and would invite you to join them and post your openings in there Corporate Recruiters, Talent Managers instead of it just being me as the group owner. 💚 I created these 2 Groups for those members to talk amongst one another, share ideas, get validation on things and post jobs they heard about and make some new friends. Sounds cool right?💚 Here are the 2 Groups: 💚Please Join---> GREEN BANNER USA RECRUITMENT JOBS https://lnkd.in/g8SXykpg 💚Please Join---> GREEN BANNER USA HUMAN RESOURCES JOBS https://lnkd.in/genfiw-y 💎💎❤💎💎💜💎💎❤💎💎

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🚨Important Update for Employers: Changes to FLSA Overtime Rules in 2024🚨 Recently, the U.S. Department of Labor has announced significant updates to the Fair Labor Standards Act that will greatly affect overtime pay requirements starting this July. Key Changes: New Salary Thresholds for Exempt Employees: ▪ July 1, 2024: $844/week ($43,888/year) ▪January 1, 2025: $1,128/week ($58,656/year) Highly Compensated Employee Thresholds: ▪July 1, 2024: $132,964/year ▪January 1, 2025: $151,164/year What This Means for Employers: Employees earning below the new thresholds must be paid overtime for hours worked over 40 per week. Steps to Prepare: ▪Identify employees affected by the new thresholds. ▪Decide whether to increase salaries or reclassify employees as non-exempt. ▪Plan for potential overtime costs. ▪Stay informed about future updates. For more details, visit the DOL website, SHRM website, or you can always reach out! #FLSA #overtime #HR #business #employmentlaw #DOL

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It is more critical than ever to give special attention to building and maintaining better employee and labor relations. The expectations that employees have from their employers has risen to an all time high. Therefore, it is crucial to address workers' demands by updating labor relations strategies and policies. An employer that doesn't want to lose its competitive edge must give special attention to building and maintaining better employee and labor relations. https://lnkd.in/gU646-za

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Iron sharpens iron, and this is true for HR professionals! Had the opportunity and privilege to attend this year’s SHRM conference for the first time in nearly a decade. It was great to gain new insights while also affirming existing practices and strategies. #HumanResources #HR #education #lifelonglearning

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Happy Tuesday! Your resume should always tell your potential employer WHY..... WHY you will be a good fit for the job. WHY your skills are essential. WHY you are qualified to bring resolution. WHY you are deserving of the compensation you will earn. WHY the value you will bring to the organization matters. Message me to get started on crafting the perfect resume to land your dream role ⭐ #resumes #resumewriting #resumetips

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On April 19, 2024 will be published the final Regulatikn on Pregnant Workers Fairness Act. Highlights from the final regulation include: · Numerous examples of reasonable accommodations such as additional breaks to drink water, eat, or use the restroom; a stool to sit on while working; time off for health care appointments; temporary reassignment; temporary suspension of certain job duties; telework; or time off to recover from childbirth or a miscarriage, among others. · Guidance regarding limitations and medical conditions for which employees or applicants may seek reasonable accommodation, including miscarriage or still birth; migraines; lactation; and pregnancy-related conditions that are episodic, such as morning sickness. This guidance is based on Congress’s PWFA statutory language, the EEOC’s longstanding definition of “pregnancy, childbirth, and related medical conditions” from Title VII of the Civil Rights Act of 1964, and court decisions interpreting the term “pregnancy, childbirth, or related medical conditions from Title VII. · Guidance encouraging early and frequent communication between employers and workers to raise and resolve requests for reasonable accommodation in a timely manner. · Clarification that an employer is not required to seek supporting documentation when an employee asks for a reasonable accommodation and should only do so when it is reasonable under the circumstances. · Explanation of when an accommodation would impose an undue hardship on an employer and its business. · Information on how employers may assert defenses or exemptions, including those based on religion, as early as possible in charge processing.

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It disheartens me to see SHRM adopt a stance that seems to step back from a comprehensive approach to inclusivity. By prioritizing "I&D" over "IE&D," the critical aspect of Equity risks being overshadowed. Intersectionality teaches us that all oppression is interconnected, and we must address every factor that marginalizes people. DEI is not a one-size-fits-all! We must be wary of performative diversity, which offers superficial solutions without real change. Let's maintain a balanced focus on Inclusion, Equity, and Diversity, ensuring that our efforts create workplaces where everyone truly belongs. Together, we can drive meaningful and holistic change. #Inclusion #Equity #Diversity #Intersectionality #TrueChange

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Reflecting on SHRM's Decision to Drop the 'E' from DEI: Navigating Change in HR As HR leaders, we constantly navigate through the evolving landscape of workplace culture and inclusivity. SHRM's recent decision to drop the 'E' from DEI (Diversity, Equity, and Inclusion) has certainly stirred a range of emotions and sparked numerous questions among us. Like many of my peers, I too have mixed feelings about this change. What does this decision truly mean for us as HR professionals? How will it impact our businesses, hiring practices, and employee retention? These are critical questions that we must address head-on. While the acronym may change, our core mission does not. The essence of our roles remains steadfast: to build workplaces where every employee feels embraced, valued, and given the opportunity to grow. Our commitment to fostering an inclusive environment must remain unwavering. The removal of 'Equity' from the acronym does not diminish its importance. It is a call for us to integrate equity into every aspect of our HR practices, ensuring that fairness and justice are the bedrock of our organizational culture. We must continue to strive for environments where all employees, regardless of their background, have equal access to opportunities and resources. As we move forward, it's essential to engage in open dialogues, listen to our employees, and stay true to our values. Let's use this moment to reinforce our dedication to inclusivity and to find innovative ways to support and uplift all members of our workforce. In the end, it’s not about the letters in the acronym but about our unwavering commitment to creating workplaces where everyone can thrive. #HR #WorkplaceCulture #Inclusion #Equity #Diversity #EmployeeEngagement #Leadership #CommitmentToGrowth

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W2 ROLE Job Title: Technical Support Engineer - Integrations end client - ServiceNow Inc. Pay Rate:<$45.00/hr on W2 without benefits Location: Santa Clara, CA Note: This position will also require onsite presence weekly on Wednesday and Thursday at the Santa Clara office. Duties: Overview: Provides technical support to field engineers, technicians, and product support personnel who are diagnosing, troubleshooting, repairing and debugging complex electro/mechanical equipment, computer systems, complex software, or networked and/or wireless systems. Responds to situations where first-line product support has failed to isolate or fix problems in malfunctioning equipment or software. Reports design, reliability and maintenance problems or bugs to design engineering/software engineering. What you will do in this role: Be a Customer Advocate providing support to users/administrators of our platform Understand our platform, cloud technologies and troubleshooting practices to ensure successful resolution of challenging technical situations Resolve technical cases created by customers looking for help to understand or troubleshoot unexpected behaviors or answer technical questions about the ServiceNow software and platform. Gain an understanding of the ServiceNow platform and all core functionality. Analyze data with a view to isolate the potential cause of the issue. Involve others to accomplish personal and group goals. Skills: What you will need to be successful in this role: Knowledge on LDAP/Active Directory, SSO or other authentication or user management systems Understanding of Email Troubleshooting (e.g. Office 365, Exchange ) Knowledge on Web Services (SOAP, REST) Working knowledge on Network troubleshooting (e.g. Ping, Telnet) Hands on experience in any bi-directional, integration between two systems Some experience with Scripting languages: JavaScript preferred Experience with relational databases (e.g. MySQL, Oracle) Experience with the gathering and reading of various log files Hiring Manager Notes: Integrations gets a mix of issue types that typically center around there broad topics: 1) Email  2) SSO/Authentication 3) Web Services 4) Scripting /Rest API 5) database issues Given the wide variety of issues that we get there is no 1 or 2 must have skills. Instead we are looking for candidates that some firsthand experience in as many of these technical areas as possible as it speeds up the ramp up time. What backgrounds/skills can we be more flexible with that can be learned on the job? SSO and authentication, Email protocols and servers What will the interview process look like? First round - 30 to 45 minute monitoring phone interview (behavioral and technical questions) Final round - 1 hour panel interview with 2-3 engineers and hiring manager (technical questions) please share the resumes on Darsh@bellsofttechnologies.com 6783211898 If i did not replied Here please connect with me directly. thankyou .

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Looking for free resources to earn your SHRM recertification and enhance your HR skills. Most of the webcasts are worth 1 PDC toward SHRM-CP and SHRM-SCP recertification. My favorite and excellent resource was "Understanding the U.S. Department of Labor's New Overtime Pay Regulations". Below is a link to the free SHRM webcasts.

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Total Compensation Webinar through SHRM today! #hrlife #TOTALCOMPENSATION #stayinginformed #stayingfocused #bitebrands

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Where will you be next Wednesday? The 5th Annual SHRM HR Miami Conference is taking place! Of course we want to see you there! Register at hrmiami.org . #hrmiami #hrmiamiconference2024 #hrhorizons24

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🔥 Reminder to all payroll professionals: Every paycheck tells a story. It represents the livelihood of a fellow worker, a person who relies on our accurate and timely delivery. Every month. The stakes are high. That's why starting the week on 🔥 ...with passion and determination is crucial. Do you agree? ---- #payroll #globalpayroll #payrollprofessionals #financeprofessionals #payrollminds

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#HR are you ready for the new U.S. Department of Labor (DOL) rule taking effect on July 1, 2024? This rule will raise the minimum annual salary for most overtime-exempt employees from current federal level of $35,568 per year by about 65%! Brightmine is presenting a webinar on this May 14. Be sure to be prepared. #HumanResources #Payroll

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