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The Automation Controls Technologist supports the implementation of electrical control systems and prototypes. Participates in engineering projects to develop, deploy, and maintain electrical control and automation systems and devices. Being an Automation Controls Technologist uses and follows engineering standards and methods to assist with modeling and testing of control systems. Collaborates with technicians and engineers to perform or validate setup, configuration, and troubleshooting tasks. In addition, Automation Controls Technologist generates calculations, documentation, and reports re... view job details

The Mechanical Engineering Technologist I estimates work load to establish completion dates. Assists mechanical engineers in the planning and testing of mechanical components, equipment, and machinery, such as engines, instruments, controls, robots, machines, etc. Helps prepare proposals and cost estimates. Being a Mechanical Engineering Technologist I typically reports to a supervisor or manager. Requires a high school diploma or its equivalent. Being a Mechanical Engineering Technologist I may require 0-1 year of general work experience. Possesses a moderate understanding of general aspects ... view job details

The Mechanical Engineering Technologist II estimates work load to establish completion dates. Assists mechanical engineers in the planning and testing of mechanical components, equipment, and machinery, such as engines, instruments, controls, robots, machines, etc. Helps prepare proposals and cost estimates. Being a Mechanical Engineering Technologist II typically reports to a supervisor or manager. Requires a high school degree or its equivalent. Working as a Mechanical Engineering Technologist II typically requires 1-3 years of related experience. May be entry level if some experience in the... view job details

The Mechanical Engineering Technologist III estimates work load to establish completion dates. Assists mechanical engineers in the planning and testing of mechanical components, equipment, and machinery, such as engines, instruments, controls, robots, machines, etc. Helps prepare proposals and cost estimates. Being a Mechanical Engineering Technologist III typically reports to a supervisor or manager. Requires a high school degree or its equivalent. Working as a Mechanical Engineering Technologist III typically requires 3-5 years of related experience. Has gained proficiency in multiple compet... view job details

Check Out These High-Paying, Entry Level Careers Perfect for Recent College Graduates College is Over -- Get a Job! The month of May brings us Mother's Day, the Kentucky Derby and -- most importantly -- college graduations. After four long years of toiling and late-night study sessions, graduates have their caps, gowns, and that diploma is waiting for you across the stage. But the biggest question for all graduating college seniors is whether or not they have a job. In honor of society's newest entrants to the labor market, let’s take a look at some of the hottest jobs for this year's crop ... view article details

Q. I have accepted a job at a salary that is far less than I was making earlier as a contractor for the same company. I talked to the human resources department, and they are not ready to increase the salary yet. I was thinking of talking to the manager on the first day of work regarding the salary. What do you advise?A. It is never a good practice to accept a position, then ask for an increase in your salary the first week on the job. The best time to negotiate a competitive salary is before you accept your job, when both you and the employer are trying to establish a relationship. You accept... view article details

All Hail the Chief(s)! This article has been brought to you by the letter “C.” If you see a “C” next to somebody’s title on a business card, you’ve most likely met a person of some importance. But, have you ever wondered about how much C-Suite executives make? Look no further! We’ve compiled a list of seven average annual “chief” salaries to give you an idea of how much these big wigs make annually, on average. 1) Chief Executive Officer (CEO) Median Annual Salary: $754,713 CEOs are responsible for the short- and long-term profitability and growth of their company. They organize leadership and... view article details

Real talk - the amount of compensation you receive does not speak to your success. There are many other factors in and out of the workplace that determine your personal notion of "being successful.” Wealth can't buy happiness directly, but some folks crave a lifestyle that is only possible if you're making your way up to and over half a million bucks. Here are 10 jobs that tend to pay more than $175,000. 1) Podiatrist: $197,380 A Podiatrist examines, diagnoses, and treats diseases and injuries of the foot. Like any good doctor, this foot expert recommends tests to help diagnose the condition a... view article details

In the mid 1990’s, people were talking about employment brands (EB). Mark Hornung, now the Director of Employment Branding at Teradata, was arguably the first. Throughout the 1990’s he helped very large organizations focus their recruiting efforts with professionalized messaging and audience targeting. In the past two decades, EB became a standard part of the Recruiting Department’s work. There is a direct relationship between the rise of review sites and the increased emphasis on EB. When Hornung began to evangelize the idea, the company could more or less control the message. Today, employe... view article details

This episode is special as my guest is my dear friend and colleague. Dino Zincarini's background as a consultant, practitioner, and now technologist is especially important based on the topic we are covering: "Roadblocks in the way of HR using Data." I hope you enjoy this episode and I am looking forward to your input and feedback. Welcome back to the HR Data Labs Podcast, your one-stop-shop for everything happening in People Analytics today. Today's guest is Dino Zincarini, a passionate HR Technologist with over 20 years of building products and consulting with clients in HR. Got his love of ... view blog & white papers details

Companies need to tread in the General Data Protection Regulation (GDPR) era when it comes to pay data. The new guidelines have major implications for companies collecting, storing, using, and protecting pay data. While HR teams scramble to ensure compliance, pay practices must align with privacy and transparency to uphold trust and fairness. Failure to do so risks not only and customer trust as well. Understanding and adherence to GDPR regulations are paramount for companies handling pay data in today's digital landscape. What Is Pay Data Under GDPR? Pay data are details about an employee's p... view blog & white papers details

Today, Dino Zincarini and I talk to our friend Ian Cook from Visier. We talk about our issues with Job Titles and what's new to help make them more helpful. I hope you have as much fun listening as we did in recording this episode. Whatever happened to job titles and what do they even mean anymore? In this episode I am welcoming back Dino Zincarini and Ian Cook to talk about the why job titles are important and how the job table is changing. Dino, as you may remember, is an HR Technologist and Principal Consultant who works with me at Turetsky Consulting, while Ian is VP of People Analytics at... view blog & white papers details

This episode is special as it focuses on a new regulation that revolutionizes how public companies report to the SEC. My guests are Dino Zincarini of Turetsky Consulting and Ian Cook from Visier. I hope you enjoy this episode and I am looking forward to your input and feedback. With the new Regulation S-K being based on submitting disclosure of material issues for FY 2020, where do we start? To answer that question we are welcoming back Dino Zincarini and introducing Ian Cook. Dino, as you may remember, is a passionate HR Technologist who works with me. Ian is an advocate for the crucial role ... view blog & white papers details

Have you ever thought about how laws in the US can affect businesses and employees in the UK? The Sarbanes-Oxley Act of 2002 (SOX) serves as an example. Initially, this law aimed to regulate American public companies, but its impact extended beyond US borders under certain circumstances, including the UK. SOX altered the management and financial reporting practices of companies. UK companies linked to the US need to adhere to these rules to maintain their presence on US stock exchanges. Continue reading to learn more about the scope of the Sarbanes-Oxley Act of 2002 (SOX). Is There an Upside t... view blog & white papers details