Compliance Coordinator Job Description

Compliance Coordinator Job DescriptionCompliance Coordinator Job DescriptionCompliance Coordinator Job DescriptionThis befolgung coordinator sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Compliance Coordinator Job ResponsibilitiesProvides audit information to management by researching and analyzing data preparing reports.Compliance Coordinator Job DutiesPrepares compliance audit data by compiling and analyzing internal and external information.Supports departments by collecting and coordinating internal compliance data with auditors and various departments.Provides administrative support by implementing systems, procedures, and policies completing projects in support of compliance auditors.Helps others by answering questions and responding to requests.Complies with federal, state, and local legal requirem ents by studying existing and new legislation enforcing adherence to requirements advising management on needed actions.Updates job knowledge by participating in educational opportunities reading professional publications.Enhances compliance department and organization reputation by accepting ownership for accomplishing new and different requests exploring opportunities to add value to job accomplishments.Compliance Coordinator Skills and QualificationsLegal Compliance, Research Skills, Reporting Research Results, Analyzing Information , Coordination, Administrative Writing Skills, Organization, Working with Others, Audit, General Math Skills, Statistical AnalysisEmployers Post a job in minutes to reach candidates everywhere. Job Seekers Search Compliance Coordinator Jobs and apply on now. Find out more aboutwriting ajob descriptionMaximize your Job Description ResultsMake the most of Hiring ToolsHow to Write a Job Description Resource Page

U.S. Army Weight Charts For Men And Women

U.S. Army Weight Charts For Men And WomenU.S. Army Weight Charts For Men And WomenThe Army Body Composition Program (formerly theWeight Control Program - WCP) requiresArmy personnel to maintain a certain body weight and fat percentage. Having reasonable weight and fitness standardshelps soldiers handle the demands of their work in the field and reduces injury rates during training cycles and deployments. Oftentimes body composition issues can affect the attitude and morale of the individual soldier and the unit to which he or she belongs. Soldiers are weighed at least twice per year (usually in conjunction with the Army Physical Fitness Test, to ensure they meet Army standards for weight and fitness. Exceeding Army Body Fat Standards Soldiers who exceed the maximum weight shown on the charts below during an exam will be measured for body-fat content. If they exceed the Armys body fat standards, theyll be put on a weight management program, which provides guidance to lose weight a t a healthy pace. Those who fail to make satisfactory progress while in the weight management program may be subject to involuntary discharge. If you fall below the minimum weight shown in that column of the table, you will be referred by your commander for immediate medical evaluation. If possible, its best to try to get into top physical shape before joining the Army or other branches of the U.S. military, making it easier to stay fit, rather than always trying to just meet the minimum standards. The standards are different for men and women. Male Weight to Height Table - Screening Table Weight Height (inches)Weight (pounds) Age 17-20Age 21-27Age 28-39Age 40+5891----5994----60971321361391416110013614014414662104141144148150631071451491531556411015015415816065114155159163165661171601631681706712116516917417668125170174179181691281751791841867013218018518919271136185189194197721401901952002037314419520020520874148201206211214751522062122172207615621221722322677160218223229232781 642232292352387916822923524124480173234240247250 For heights over 80 inches, add six pounds per inch for males. Army Maximum Body Fat Standards for Men Age 17-20 20 percentAge 21-27 22 percentAge 28-39 24 percentAge 40 26 percent Female Weight to Height Table - Screening Table Weight Weight (pounds)Height (inches)Age 17-20Age 21-27Age 28-39Age 40 positiv58911191211221235994124125126128609712812913113361100132134135137621041361381401426310714114314414664110145147149151651141501521541566611715515615816167121159161163166681251641661681716912816917117317670132174176178181711361791811831867214018418618819173144189191194197741481941971992027515220020220420876156205207210213771602102132152197816421621822122579168221224227230 For heights over 80 inches, add five pounds per inch for females. Army Maximum Body Fat Standards for Women Age 17-20 30 percentAge 21-27 32 percentAge 28-39 34 percentAge 40 36 percent Staying Fit in the Army Keeping within the height and weigh t standards of the Army are mandatory for all active duty and reserve soldiers. For most Army jobs theres enough physical activity involved to ensure that a soldiers weight and body fat composition stays low, but for those assigned to desk duty, its best to get into a regular physical fitness regimen to avoid putting on extra unwanted pounds. The Army does not allow individual soldiers to have poor body composition for a prolonged period of time, as it may cause disruption to his unit. For the individualsoldierwho is overweight, performance declines and the risk of developing work-related injury increases. Theyre also at higher risk of long-term disease. Graduate rates from basic are also tied to similar statistics also yielding a greater chance of injury and failure to complete training.

ASME Brings Bioengineering, Robotics and Additive Manufacturin...

ASME Brings Bioengineering, Robotics and Additive Manufacturin... ASME Brings Bioengineering, Robotics and Additive Manufacturin... ASME Brings Bioengineering, Robotics and Additive Manufacturing Expertise to LiveWorx 2019 ASME Executive Director/CEO Tom Costabile (left) and Alexandria Sica (second from right), executive director of the DUMBO Business Improvement District, with students from the winning team at ASME EFx NYU MakerHack (from left) Ethan Pope, Riley Paterson, Adham Kenawy, Kyle Paterson and Youssif Youssif Traore. (Photos by Wendy Felton, ASME Strategic Communications)ASME and PTC LiveWorx have entered into a collaborative agreement in which ASME will provide its technical expertise in bioengineering, robotics and additive manufacturing to the LiveWorx 2019 program. Specifically, ASME will sponsor the life sciences track at the event and presenters from ASMEs network of technical engineering experts will lead four sessions at the annual digital transformation conference .ASME sessions at LiveWorx 2019, which will take place at the Boston Convention and Exhibition Center from June 10 to 13, will includeTransforming Modern Medicine Computational Modeling, IoT and the Digital TwinHow Robotics Brings Digital Twins to LifeAdditive Manufacturing Digital Transformation of the Production LineDesigning for Additive ManufacturingMore than 6,500 technology professionals from manufacturing, aerospace and defense, electronics and high technology, life sciences, and industrial products businesses are expected to participate on-site and thousands more will live stream the event.To learn more about the ASME sessions at LiveWorx, visit http//livewrx.co/eEZt30nwSA1.

How to Make a Website, Blog, or Online Portfolio for Your Job Search

How to Make a Website, Blog, or Online Portfolio for Your Job SearchHow to Make a Website, Blog, or Online Portfolio for Your Job SearchCreating an online presence offers potential employers a window to view your skill set, which allows you to shine above the rest of the candidate pool. Once reserved for creative professionals such as artists, actors, and writers, an online skills profile is now useful to professionals on all levels. Follow the below tips to make a professional website, blog, or online portfolio for your job search that will get noticed by recruitersHere are six tips to make a professional website, blog, or online portfolio for your job searchChoose your platform. There are many services to choose from when selecting a hosting service for a website, blog, or online portfolio. Many job seekers are on a tight budget, so FREE services such as WordPress or Blogger are good options. Gone are the days when HTML coding experience was required to build a website or blog. Use r-friendly services like GoDaddy.com allow you to build a website or blog in a matter of hours and offers customer service assistance to guide you through the process.Its all in the anthroponym. Use your name for your online profile, whether its in the form of a website, blog, or online portfolio. This approach makes finding your online profile simple and efficient for busy recruiters. For example, Jane Ann Does portfolio name should simply be called janeanndoe.wordpress.com. Using your complete name will help recruiters to easily distinguish your site from others.Build your portfolio. Once youve selected your hosting service, begin building your portfolio. Include a brief bio (200 words or less), an easily digestible overview of your resume, clips or links to your work (including videos or published projects), and recommendations from previous employers or clients.Polish and post your resume. If its been some time since youve reviewed your resume, its time to revisit it with a crit ical eye. Simplify the information on your resume wherever possible, using clear, concise language. Before posting it to your online portfolio, remove personal information that could be used in identity theft, including your address, phone number, and even the name of your alma mater. Create a new email address to use for your job search and use this on your online resume as your point of contact. Once youve combed through your resume, post itShow off your skills. Using a blog as your online presence is a great way to show potential employers that you have strong communication skills. Make a plan to write two to four blog posts a month and work to get a substantial number of followers. For example, if you excel in investing, write posts that will help your audience maximize their investments. Recruiters will take noticeMake social media work for you. Most professionals have a LinkedIn page, so be sure to include social media access links on your online portfolio and resume. Avoid in cluding links to Facebook as the content there is often too personal. If youre part of professional groups, business networking sites, or the like, be sure to include links to your professional pages there as well. Remain active at these sites in a professional manner so potential employers can see how well you conduct yourself.Readers, have you decided to make a professional website, blog, or online portfolio for your job search? Share with us in the comment section below

How to Dispute a Job Title Change

How to Dispute a Job Title ChangeHow to Dispute a Job Title ChangeCompanies can change titles at will, as long as there isnt an employment contract in place. It would be rare to find a contracted title outside of a union setting.There isnt a lot of public humiliation involved either even it feels embarrassing. You told everyone that you got a promotion. Friends, family, and clients know. Heck, the public relations people were even involved. Do you know how many of those people care? Yur spouse, your parents, and you. And those people only care because they love you and want you to be happy. Everyone else? They dont spend more than three seconds a year thinking about your title. Now, all that said, this is unacceptable behavior on the part of your HR head. The mistake was made on their end, and they should fix it there. That fix should not involve you reverting to your old title. And now, heres a little secret HR is not the boss. Sure, lots of people think HR has the final word on som ething like this. But, they dont. Management often concedes to HR. Its a nice excuse. HR said no. Say that, and we all shuffle back to our desks, cursing the bad HR person. While in this case, your HR person is behaving badly, they can be overridden. Maybe not by your direct supervisor, but there is a chain of command, which means somebody can overrule them.If you want to dispute a job title change, you have a number of steps you can take. Acceptthe Title Mixup Even though were trying to figure out a way to help you through this, winning is not the only possible outcome. So, first, if you can get to a place where you are okay with the job title change no matter what happens, youll sleep easier. Talk to Your Boss If your boss wanted to promote you to a job with chief in the title, he should be able to. Your boss is not a first-level supervisor with three years of experience. You undoubtedly report to someone pretty senior.Go to your boss and say, HR just told me that my title wasnt formally approved. Since I was introduced with the new title at the trade show brde week, and PR has officially publicized my promotion, it will be pretty embarrassing for the company if they have to backpedal. What do we need to do to get this approved through proper channels as soon as possible? Note, this dialogue does a few things. First, it doesnt mention your embarrassment at all. Youre making it all about the company. Wont the company look silly if the title is changed? This is important because senior leadership people are very concerned about how the company is portrayed in the public eye. They care less about your feelings (although good managers do care about your feelings as well). Second, if you state the problem this way, youre assuming that the chief title is the right one and its just a paperwork issue. Youre not asking for a promotion or title change. Youre asking how to fix the problem. Find Out the Real Issue HR people are typically super busy and dont care about silly things. So, if your boss gets pushback, find out why the title of chief strategist isnt working for the head of HR.It may be that everyone at your pay level is supposed to have a title starting with associate vice president (AVP) and its a higher grade for chief. If thats the problem, change to AVP and let it drop.However, if the real problem is that they wanted to be consulted and wasnt, then you go on to the next step. Escalate If your boss cannot or will not escalate this, you can escalate it yourself. Go to your bosss boss and do the saatkorn thing. Since everyone signed off on this the first time, it should fix the problem.You can continue going up the hierarchy until you reach the HR persons boss. This may be theCEO, it may be the CFO, or it may be someone else. But that person has the power and authority to override an HR decision. Whats important is to recognize that HR is never the boss and that you are still doing the same job even with a different tit le. Because titles vary so much between companies, there isnt even a lot of difference on the resume between a senior director title and a chief title. Whats important is your accomplishments.

Facts, Fiction and Free Downloading Resumes

Facts, Fiction and Free Downloading Resumes You should use Apply button if you want to save changes and still find exactly the same queue at the identical window. Sooner or later, then, theres no such thing as cost-free downloading. It is possible to also schedule the opportunity to begin the queue together with the opportunity to prevent queue processing. Contemplating the possibility that nothing works out, the subsequent screen recorders represent a very good backup option and will enable you to record anything playing on yur screen. What You Can Do About Free Downloading Resumes Beginning in the Next 9 Minutes If you are thinking about if Guerrilla Resumes scam or legit youve come to the correct spot. Although the on-line world may be a fantastic and informative location, it may also be a setting for bullying. Most are for the life span of the creator plus an extra 50 decades. When the content is published, whoever owns the content owns the copyright to that content for some quantity of years. It is far better use these sites to acquire the essential layouts to get a better job. A true estate HTML5 ready website with just a homepage schablone can continue to be practical for developing a clean self design with eCommerce support. Your aim is to quantifiably prove that youre able to. The aim of your resume is to secure you the interview. Resume formats ensure that your best achievements are right there on the top, prepared to be noticed. Personal achievement needs to be highlighted in detail. The employers may have run into comparable resume styles with their practical experience, so its quite important to change the resume template so that it appears distinctive from the normal 1. There isnt any functionality excluded from the item. The further skills can be in agreement with the job or completely different. On all the CVs there is sufficient spot for absolutely any important details. In an attempt to understand whether the merchandise is legitimate, weve made some analyses and seen that Guerrilla Resumes isnt a scam. Detailed information on the topic of Guerrilla Resumes are available here Click on the button to learn more about what he Resumes offers The Startup Pitch Presentation is intended to be used for lots of different business-related presentations including Pitch Deck. To download a private Facebook video, visit the video that you want to download. Instagram export profile yet another profile for social networks to produce videos more acceptable for uploading to Instagram. Because of this, you may always locate fresh videos on YouTube. Refer our guide to understand how to download videos from popular platforms including YouTube, Facebook, Twitter, Instagram and others.The tools mentioned previously should only be used for downloading free on-line videos for individual use. FBDown is a good tool for downloading Facebook videos. To begin downloading completely free clips, you can just browse our stock footage library or hunt for a certain clip. Click the download button. The Key to Successful Free Downloading Resumes Getting the most of a resource that wont only help save you time, but is shown to elevate your opportunity of scoring a work simply is logical. Summary of someones qualification is also wise to put your very best foot forward right at the start of the resume. Someone with a great deal of technical expertise, utilizing this resume format is the very best bet. Utilizing a resume template is getting an acceptable and smart practice for quite a few factors. Free Downloading Resumes Help All files will remain in the queue after synchronization. Xcode templates might be especially useful during early phases of a project and you have to produce lots of files and modules. The ordinary templates might be used for MVVM or VIPER modules which need a lot of files to be created simultaneously. Its possible for you to reverse engineer Xcode default templates and se e the way to enhance customized templates for superior usage. BitTorrent downloading is excellent for users who have to download numerous files. The downloading procedure is quite easy and you simply need follow the guide. This way youre able to download huge files at the utmost possible speed. Sometimes there are files in the queue that cant be downloaded whatsoever, for instance, when they were deleted from a website.

6 Things You Need to Know About HR Tech - Spark Hire

6 Things You Need to Know About HR Tech - Spark HireAs with any new tech tool that claims to make our work lives substantially easier, theres often a lot of talk surrounding HR technologies. And when theres talk, myths undoubtedly form. But theyre just that myths. Its only natural to want to avoid things we dont fully understand, especially when those things involve seemingly complicated tech and hefty instruction manuals. Its all too easy to pass on the latest trends and tools and stick with what you know. After all, it worked for the employees before you, and it works now. So, why fix what isnt broken?Its simple The human resources industry is constantly evolving, and HR professionals need to adopt the latest tech tools in order to keep up. Its time to dispel these myths about HR tech. Here are five common misconceptions about HR technology and the reality behind them Myth 1 Its more trouble than its worth.You know your hiring process inside and out. Youve been doing things the sa me way for years, and your predecessors did the same before you. Adding new technology to the mix will only complicate things.First, you need to get up to speed with the program. Once youre familiar with the technology, then youll need to train your staff to use it. A simple piece of technology designed to make your work easier is now taking away valuable time and creating headaches for everyone involved.Once you think everyone has a handle on the new HR tech, something goes wrong. Theres a bug or an update, and you either need to spend hours on the phone with tech support, or dig for the answers yourself online.The reality Its worth more trouble than it is. For the most part, HR tech is designed to simplify your life bedrngnis complicate it. While learning how to navigate and optimize a new tech tool can seem like a time-consuming process, more often than not, its a lot easier than it looks. As technology advances, it becomes increasingly easy for users to get started with a new t ool. Remember when you made the switch from your desktop to your laptop computer? Or switching from a flip phone to your first smartphone? The change seemed scary at first, but after some time, updating your technology paid off and made your life much simpler. HR tech is the same. Initially, it may require a time investment to learn and set up, but in the long run, its worth the time and frustration. With cloud-stored data, getting started with HR tech solutions is simple. Many tools are easy to navigate and feel a lot like using a new app not using and learning an entire new technology.Withcloud-stored data, getting started with HRTech solutions is simpleClick To TweetMyth 2 Vendor relationships are troublesome.When you work with a vendor, everything isnt in your control. If theres a problem, you have to wait for their response. If you need help, you have to send an email or set up a phone call. Vendor relationships are nerve-wracking partnerships. Youre not a vendors only client, and therefore, not their first priority. When something goes wrong, how long will they take to deliver the help you need? Hours? Days? Weeks? What will these delays do to your hiring efforts?Vendors bring in another layer of complication more relationships. An HR tech tool may be the perfect solution for your specific hiring needs, but the people are difficult to work with. Or, you may love the people who work behind the vendor, but their solutions are too generic. Theyre not listening to what you need or customizing their product.The reality HR professionals enjoy working with their tech vendors. In fact, in Key Interval Researchs report, The Ideal Vendor Relationship, a whopping 87 percent of the 1,100 HR practitioners surveyed reported enjoying their tech vendor relationships.This is not the story we expected to hear, authors William Tincup and John Sumser admit.Although you may have heard horror stories about working with different tech vendors, HR tech companies have your bes t interests at heart. Their geschftlicher umgang is to create solutions HR professionals love to use and to help them along the way. Relationships can be tricky, but spending some time finding the right vendor and HR tech solution for your organization can save time and heartache in the future. When talking with vendors, ask yourself the following questionsHow long did they take to return your emails and calls?Do they have a specific contact person for you?Are they the same person to call for technical issues?Do they understand your brand and have they tailored solutions to meet your needs?Myth 3 Tech doesnt deliver on its promises.Theres a lot of buzz surrounding HR tech and what it can do. But you dont care about buzz you care about results does the tool do what it says it can do?You have your doubts. The technology is relatively new, and measuring results from a few clients isnt that reliable. Youve seen this happen before. A new product or service is hyped as the next big thing and then it doesnt work. There are a number of problems. Promised features, for instance, are only in beta testing and cant be used yet. Your results arent as great as the company advertised. Now youve invested both time and money with little to show for it. The reality Its easy to dismiss seemingly outrageous claims made by HR tech vendors. But, the fact of the matter is, people dont often make claims they cant deliver on its bad for business. The aforementioned Key Interval Research report revealed that the majority of practitioners say their HR software often or always delivers what the vendor promised, a view thats strongest among practitioners at the largest companies. And thats saying a lot. Does your HRTech deliver on its promises? 6 myths debunkedClick To TweetMyth 4 Theres no way to test for success.Youve implemented a new HR tech tool and things seem to be running smoothly. Youve had no major incidents, and you think your recruiting process is speeding up. Some of your t eam members have commented about what they like about the new tool and how its helping them. But is the tool really helping you reach your goals? Is there an objective way to measure results? The realityThere is. While theres no surefire way to test for tech efficacy, there are a number of signs to look for. Here are a few common HR tech tools and the metrics you can use to better test for successVideo interviews Video interviews are all about speed and screening. To measure its impact, compare time-to-hire before and after using the tool. Look at the breakdown of time spent on each phase of the hiring process. How much time passed from when a candidate was sourced to when they were screened, interviewed, and eventually hired?Applicant tracking ordnungsprinzips (ATS) Modern applicant tracking systems actually help you collect, analyze, and store data to make more informed hiring decisions. An ATS can track how long it takes to review resumes, offer and acceptance ratios, and more.Yo u can clearly see where the process is running smoothly, and where the kinks need to be worked out. Additionally, your ATS can also help keep track of your sources of hire, which can help determine which sources you should invest more in for the best results.Automated benefits enrollment To measure the impact of automated benefits enrollment, measure the amount of time required to complete each part of the enrollment process manually. Then, look at the cost of that manual labor for an entire year. Compare that cost with the cost of the automated system and the reduced cost of manual labor needed. How much time and money can the automated system save you?Talent management solutions Talent management is a little more subjective, but it can still be measured. Look at employee satisfaction, turnover, and retention. Ask employees about the tools youre using and how theyre helpful or not helpful. Is the tool helping them succeed?4 HR technologies you NEED to implementtodayClick To TweetMy th 5 Tech takes the human out of human resources. Youre constantly using technology to communicate. Youre texting your team members, emailing candidates, and messaging your boss regular updates.Technology is supposed to make you more connected, but you actually feel disconnected. You cant remember the last time you had a face-to-face conversation at work that lasted more than two minutes. In hiring, this concerns you. How can you properly hire the right person, if you never get to know anyone? Will more technology make building authentic relationships with candidates more difficult?You just want a good old-fashioned conversation to identify the best candidate not an emoji-filled chat. The reality If anything, technology puts the human back in human resources. HR tech isnt designed to take over the HR professionals job, but to automate time-consuming processes and free up time that can be better spent with employees, thus throwing you the human back into HR. And job seekers want b oth a speedy process and a human connection. A 2014 survey from CareerBuilder found that 61 percent of candidates surveyed want employers to respond quickly throughout the process and want to be notified when they are not the right fit. In addition, 56 percent want to be updated about their application process. These needs can be tackled by HR tech through automated notifications. At the same time, job seekers still want to build personal connections. According to the survey, 67 percent of candidate respondents expect a personal call from a recruiter or hiring manager. While your HR tech handles tedious tasks, you can be free to make those personal calls and spend more time getting to know your most promising candidates.Myth 6 No one is using it. HR tech is shiny and new, but is anyone actually using it? Youve asked a few of your colleagues and other hiring professionals in your network and they all hold similar opinions. The technology could bring benefits, but its also a big risk. You dont know a lot of people who are using innovative HR tech, and youre not convinced you should invest in something that the rest of the industry doesnt deem valuable. The reality With 53 percent of all organizations reporting that they plan to increase their spending on HR tech in the next year, according to Sierra-Cedars HR Systems Survey, you can bet a lot of people are using it.Hiring professionals are testing the waters with HR tech and are slowly adding new tools to find the ones that work best for them. In this testing phase, companies are carefully watching their results, not advertising which products they love.Tech tools are evolving everyday, and keeping up with the latest HR technology may seem like a fight not worth getting involved in. But if you ignore new tools, youre ignoring opportunities to improve your hiring process and find better talent.When looking at HR tech, ignore the myths. Instead, focus on whats best for you, your team, and your organization.What HR tech myths have you heard? Let us know in the comments