Head of rescue services vacancy

Head of rescue services vacancy
Job Number: HCCO/ HORS/05/2014/HEAD OF RESCUE SERVICES
Description:
Reporting to the General Manager the primary responsibilities will be:
·Support team Leaders in growing client and revenue base.
·Lead and manage the teams in Rescue Business.
·Taking part in the design of Action/Rescue products.
·Keeping inventory of all the equipment and assets.
·Consistent, cost effective service delivery in all units in the network.
·Ensure timely and accurate reporting to provide management information.
·Ensure staff development within the Rescue services business in conjunction with HR.
·Ensure resources are effectively and efficiently utilized to deliver desired results
·Ensure development and implementation of annual operating plans and budgets for the department.
·Support and Manage departmental performance and budgets.
·Planning, budgeting and implementation for expansion projects.
·Overseeing all the rescue activities and making sure that the laid down protocols and standards are met.
·Maintenance of duty rotas and appropriate staff allocation to the existing duties and shifts.
·Compiling and maintaining monthly rescue management reports.
·Ensure that the rescue services offered are focused on customer satisfaction.



The right candidate must have;
LEVEL OF EDUCATION & EXPERIENCE:

• Minimum Business Related Degree
  
• Must have been a senior manager in busy and credible service organization for a minimum of 3 years preferably in rescue business or insurance industry.
  
• Qualification in the Emergency courses (BLS, ACLS, BTLF, ATLS and PALS) is an added advantage.
  

OTHER COMPETENCIES:

• Have demonstrated both knowledge and special expertise in Emergency response /rescue.
  
• Possess a high level business acumen and ability to display orientation to market dynamics and profit maximization
  
• Proven Leadership skills, good inter-personal skills, and ability to build personal relationships with other members of staff, to enhance corporate performance
  
• Be highly action oriented.
  
• Experience in managing strategy, change, diversity, financial performance, productivity, championing customer focus and people management
  
• A proven track record in delivering results;
  
• Possess good analytical skill
  

POSITION RELATIONSHIPS:

• The General Manager
  
• Team Leaders in Rescue business and Heads of AAR departments
  
• Staff of AAR
  
• Clients, service providers and other stakeholders
  
• Local Health institutions in the Communities
  
• Emergency Service Providers
  
• Government/Regulatory Authorities
  

If you meet the above requirements, kindly upload your application letter attaching your CV and testimonials to AAR’s recruitment portal:www.aarhealth.com/recruiter.The deadline is close of day Friday 15^th August 2014.

Information Security Officer vacancy

ICEA Lion Group Information Security Officer vacancy

JOB DESCRIPTION: INFORMATION SECURITY OFFICER
Reporting to the Head of ICT, the Information Security Officer will be responsible for establishing, managing and administering the organisation’s Information Security (IS) strategy, policy and procedures to ensure preventive and recovery strategies are in place, and to minimise the risk of internal and external security threats
The main responsibilities for this role include:

1. Develop and implement IS Strategy, policies and procedures that are aligned to the overall information and communications technology (ICT) and corporate strategies.
   
2. Define security standards for the ICT infrastructure and applications and oversee compliance.
   
3. Run IS tools to perform regular and planned vulnerability assessment of the information Systems infrastructure and business applications.
   
4. Perform follow up of audit report recommendations and confirm implementation of the noncompliant issues
   
5. Administer Operational security tools – (UTM, Proxies, DMZ, AV, Firewalls etc).
   
6. Perform Information security systems and networks logs analysis & reporting to identify and address activity that is not consistent with the IS guidelines and standards (KIWI Syslog, System center, GFI Languard etc).
   
7. Liaise with the ICT Service desk with regard to information security incidents analysis, investigations and escalation thereof.
   
8. Liaise with partners and service providers to leverage on security best practice.
   
9. Carry out security architectural designs for new systems, applications and infrastructure.
   
10. Review security architectural designs and solutions and evaluate compliance to applicable
    security standards.
    
11. Create and maintain an Information Security Awareness Training Program.
    
12. Support Business Continuity Planning and Disaster Recovery as related to Information Security.
    
13. Oversee the Incident Response Program and collaborate with the Incident Response Team.
    
14. Review and assess ways to streamline and automate the security administration function as appropriate.
    
15. Carry out Information Security reviews along the various phases of a project’s life cycle.
    
16. Promote awareness of Information Security Policies and best practices across the organizatio
    

Job Requirements

• Bachelors Degree in Information Systems, Information Technology or related field
  
• At least 3 years of experience in information systems security, networking or application administration
  
• Knowledge of security architecture designs and frameworks such as CoBIT, ISO, ISMS.
  
• Experience in networking technologies such as VPN, LAN, WAN & MPLS.
  
• Knowledge of application security standards and policies.
  
• Strong working knowledge on operating systems such as Linux, UNIX & Windows and enterprise patch management.
  
• Knowledge of security tools and technologies such as firewalls, Intruder detection/prevention solutions, web filters, Data protection solutions etc
  
• Knowledge of disaster recovery and business continuity practices
  
• Good Understanding of change management practices
  
• Certification in CISA/CISM, Checkpoint and Cisco.
  

CLICK HERE TO APPLY

Job Recruiting Dirty Secrets

Job Recruiting Dirty Secrets 

It’s a dirty secret in recruitment, many of the jobs advertised are already earmarked for internal candidates. “It happens all the time,” says Rusty Rueff, a former head of HR for Electronic Arts who’s board director.The following is the unknown; 

• The corporate black hole — because of recruiter overload, the volume of applicants, and technology problems, a resume submitted to a corporate career site may actually have a zero probability of being reviewed. In the industry, it can be referred to as “the black hole.”
  
• Looking for an excuse to drop you— there are books written about the need to focus on the positive aspects of individuals, but the entire screening process is often focused on finding a single error or lack of “fit” to quickly eliminate any applicant. If you are categorized as a job-jumper, you are unemployed, you have bad credit or Klout scores, you live in a distant zip code, or they find weird things on Facebook about you, you will be immediately rejected without knowing why. As a result, those who fail to make a single mistake during the process, rather than those who are the best, are the ones that are most likely to get hired.
  
• The rejection letter is designed to avoid complaints, not accuracy – if you actually get a rejection letter or e-mail, you should be aware that canned phrases like “we decided to move in another direction” or “there were other more qualified candidates” are pretested or lawyer-approved phrases that are designed to quiet you and keep you from making a follow-up inquiry. In many cases, the person sending the letter won’t even know the actual reason for your rejection.
  
• The interview process will likely be disjointed – applicants invited in for interviews routinely complain about disorganized interviewing, death by interview (having to go through 10 or more interviews), continually getting the same repeat questions from different interviewers, and having to return multiple times on different days. If the process seems poorly managed and disjointed, it is probably because it usually is. The overall corporate interview process is more often more whimsical than scientific and integrated.
  
• Some jobs are not really available to outsiders — although legal requirements may require an organization to post all open jobs, in some cases, the hiring manager has already predetermined that they will hire internally. There is no way for an external applicant to know when a job is “wired,” so applying can only lead to frustration and you will never know that you did nothing wrong.
  
• Some companies are blocked — if you work at a company covered by an informal “non-poaching” arrangement where two firms agree not to hire from each other, your chances of getting hired are near zero. Even though these agreements are illegal, they are secret, so your application will never be considered and you will never know why.
  
• Recruiters won’t know if you are a customer – you might think that being a loyal customer might help your application, but most corporations have no formal way of identifying an applicant as a customer.
  
• We will keep your resume on file (but we will never look at it again) – is certainly true that when they tell you that your rejected application will be “kept on file” it will be. However, it will be kept almost exclusively for legal reasons. The odds of a recruiter scanning through a corporate database of thousands of names in order to revisit a resume that has previously been rejected are miniscule. Unless a recruiter remembers you by name, assume that your resume has been dropped into the “black hole.”
  
• You will never know the real odds – although corporations regularly calculate the percentage of all applicants that are hired, you will never find that number on the corporate website. Although the lotto is required to publish your odds of winning, corporations keep it a secret. For some jobs, the odds are well over 1,000 to 1.
  
• Technology may eliminate you — and most large organizations, resumes are initially screened electronically. Unfortunately, if the software is not fine-tuned, the recruiter is not well-trained, or if you fail to use the appropriate keywords and phrases, no human will ever see your resume. In one test, only 12% of specially written “perfect resumes” made it through this initial step, although in theory, 100% should have made it.
  
• Busy people are forced to take shortcuts— during a down economy, the volume of qualified applicants can force recruiters and hiring managers to take shortcuts. For example, recently a coordinator asked the recruiter which one of a handful of resumes should be invited in for an interview. The response was “I don’t have time to look at them; just flip a coin and pick them.” Hiring managers are also known to make choices based on snap judgments or stereotypes that add a degree of randomness to getting a job.
  
• Don’t call us, we’ll call you— if an applicant is rejected at any stage, there is no formal process to help you understand where you need to improve in order to be successful when applying for a job in the future. Unlike in customer service, there is no 1 -800 number to call, and because of weak corporate documentation, recruiting might not actually know (beyond a broad reason) why you are rejected and how you could improve your chances.
  

Courtesy of www.ere.net