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Human Resource Business Partner Volunteer for Catastrophic Wildfire Prevention by CrowdDoing
ORGANIZATION: M4A Foundation - CrowdDoing
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- A group opportunity. Invite your friends.
DONATE TO THIS
Human Resource Business Partner Volunteer for Catastrophic Wildfire Prevention by CrowdDoing
The earth is burning; e.g., USA/California, Brazil, Australia. Regional impacts of wildfires are widespread affecting health, housing, agriculture, biodiversity, and economies. Our post hoc "pay for damage done" insurance strategies are woefully inadequate for these rising challenges.
We need to seize the opportunity that is now possible. We think the science has gotten better, and a new inflection point is possible. If we leverage a broader diversity of disciplines with increasing bearing on the intractable challenge of catastrophic wildfire prevention, we can reclaim collective agency. We think that could be possible via increased design science for prevention, mitigation and loss reduction at the landscape and community level.
We plan to develop a year-round alliance of ecosystem partners that can help us transformationally scale catastrophic wildfire risk prevention through better understanding of the opportunities for "action" that is preventative and the costs of inaction that these mitigation steps will avoid. We believe that systemic change in wildfire risk reduction is possible and want to speak about the possibility of strategic collaboration to shift the practice of stakeholders at risk so that California does not become increasingly unliveable every year. We believe catastrophic wildfire risk prevention can help us get ahead of the curve counteracting these harms.
CrowdDoing is launching a year-round virtual Global Alliance for Catastrophic Wildfire Prevention with shared values and an open invitation for participation.
Global Alliance for Catastrophic Wildfire Prevention
- More reuse of global knowledge regarding how to prevent catastrophic wildfires is necessary.
- We need greater leveraging of knowledge from across disciplines in order to prevent the growing risk of catastrophic wildfires due to climate change.
- We need greater collaboration both locally and globally to achieve the community level goal of regeneration and reduced catastrophic wildfire risk.
- There is interdependence across the ecosystem of approaches and interventions for preventing catastrophic wildfires.
- The more upstream we can intervene effectively to prevent catastrophic wildfires, the more co-benefits for stakeholders we can create.
As a Human Resource Business Partner Volunteer at
CrowdDoing.World, there are a number of key responsibilities:
- Prepare or maintain volunteer records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
- Review volunteer applications and volunteer requests to match applicants with volunteer requirements.
- Inform volunteer applicants of details such as duties and responsibilities, the fact that roles for volunteers are not financially compensated, intrinsic benefits (see below), schedules, working conditions, or promotion opportunities.
- Select qualified volunteer applicants or refer them to managers, making hiring recommendations when appropriate.
- Schedule or conduct new volunteer orientations.
- Maintain and update human resources documents, such as organizational charts, volunteer handbooks or directories, or learning and development support forms.
- Confer with management to develop or implement personnel policies or procedures.
- Contact volunteer applicants to inform them of the status of their applications.
- Conduct exit interviews and ensure that necessary employment termination paperwork is completed.
- Interview volunteer applicants to obtain information on work history, training, education, or volunteer skills.
- Perform searches for qualified volunteer candidates, using sources such as computer databases, networking, Internet recruiting resources, media advertisements, volunteer fairs, recruiting firms, or employee referrals.
- Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.
- Analyze volunteer-related data and prepare required reports.
- Advise management on organizing, preparing, or implementing recruiting or retention programs.
- Develop or implement recruiting strategies to meet current or anticipated staffing needs.
- Conduct reference or background checks on volunteer applicants for leadership roles.
- Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.
- Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.
- Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel.
- Personnel and Human Resources - Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
- Administrative - Knowledge of administrative and office procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and workplace terminology.
- Administration and Management - Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
- English Language - Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
- Customer and Personal Service - Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
- Law and Government - Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.
- Education and Training - Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.
- Speaking - Talking to others to convey information effectively.
- Active Listening - Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
- Reading Comprehension - Understanding written sentences and paragraphs in work-related documents.
- Critical Thinking - Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.
- Writing - Communicating effectively in writing as appropriate for the needs of the audience.
- Service Orientation - Actively looking for ways to help people.
- Social Perceptiveness - Being aware of others' reactions and understanding why they react as they do.
- Active Learning - Understanding the implications of new information for both current and future problem-solving and decision-making.
- Judgment and Decision Making - Considering the relative costs and benefits of potential actions to choose the most appropriate one.
- Complex Problem Solving - Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
- Instructing - Teaching others how to do something.
- Coordination - Adjusting actions in relation to others' actions.
- Learning Strategies - Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things.
- Monitoring - Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
- Negotiation - Bringing others together and trying to reconcile differences.
- Time Management - Managing one's own time and the time of others.
- Oral Comprehension - The ability to listen to and understand information and ideas presented through spoken words and sentences.
- Oral Expression - The ability to communicate information and ideas in speaking so others will understand.
- Written Comprehension - The ability to read and understand information and ideas presented in writing.
- Deductive Reasoning - The ability to apply general rules to specific problems to produce answers that make sense.
- Problem Sensitivity - The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing that there is a problem.
- Speech Clarity - The ability to speak clearly so others can understand you.
- Speech Recognition - The ability to identify and understand the speech of another person.
- Written Expression - The ability to communicate information and ideas in writing so others will understand.
- Near Vision - The ability to see details at close range (within a few feet of the observer).
- Inductive Reasoning - The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).
- Information Ordering - The ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations).
- Category Flexibility - The ability to generate or use different sets of rules for combining or grouping things in different ways.
- Explain regulations, policies, or procedures.
- Administer personnel recruitment or hiring activities.
- Update knowledge of legal or regulatory environments.
- Administer compensation or benefits programs.
- Perform human resources activities.
- Evaluate personnel practices to ensure adherence to regulations.
- Maintain data in information systems or databases.
- Verify application data to determine program eligibility.
- Coordinate personnel recruitment activities.
- Develop training materials.
- Train personnel to enhance volunteer skills.
- Review license or permit applications.
- Discuss business strategies, practices, or policies with managers.
- Advise others on business or operational matters.
- Inform individuals or organizations of status or findings.
- Conduct eligibility or selection interviews.
- Train personnel on managerial topics.
- Evaluate effectiveness of personnel policies or practices.
- Prepare operational reports.
- Advise others on human resources topics.
- Enterprising - Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business.
- Conventional - Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow.
- Social - Social occupations frequently involve working with, communicating with, and teaching people. These occupations often involve helping or providing service to others.\
- Integrity - Volunteer role requires being honest and ethical.
- Cooperation - Volunteer role requires being pleasant with others on the volunteer and displaying a good-natured, cooperative attitude.
- Attention to Detail - Volunteer role requires being careful about detail and thorough in completing work tasks.
- Self-Control - Volunteer role requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations.
- Dependability - Volunteer role requires being reliable, responsible, and dependable, and fulfilling obligations.
- Adaptability/Flexibility - Volunteer role requires being open to change (positive or negative) and to considerable variety in the workplace.
- Stress Tolerance - Volunteer role requires accepting criticism and dealing calmly and effectively with high-stress situations.
- Concern for Others - Volunteer role requires being sensitive to others' needs and feelings and being understanding and helpful on the Volunteer role.
- Independence - Volunteer role requires developing one's own ways of doing things, guiding oneself with little or no supervision, and depending on oneself to get things done.
- Social Orientation -Volunteer role requires preferring to work with others rather than alone, and being personally connected with others on the Volunteer role .
- Analytical Thinking -Volunteer role requires analyzing information and using logic to address work-related issues and problems.
- Leadership -Volunteer role requires a willingness to lead, take charge, and offer opinions and direction.
- Initiative -Volunteer role requires a willingness to take on responsibilities and challenges.
- Persistence -Volunteer role requires persistence in the face of obstacles.
- Innovation -Volunteer role requires creativity and alternative thinking to develop new ideas for and answers to work-related problems.
- Achievement/Effort -Volunteer role requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks.
Intrinsic benefits of volunteer participation-
The Motivations for Volunteering
- Values function the person is volunteering in order to express or act on important values, such as humanitarianism and helping the less fortunate
- Understanding function the volunteer is seeking to learn more about the world and/or exercise skills that are often unused
- Enhancement function the individual is seeking to grow and develop psychologically through involvement in volunteering
- Career function the volunteer has the goal of gaining career-related experience through volunteering
- Social function volunteering allows the person to strengthen one’s social relationships
CrowdDoing.world believes in the exponential potential of global collaboration to de-risk and develop social innovations and leverage diverse capabilities to realize shared goals. CrowdDoing leverages multiple intervention points and under-utilized capacities to achieve operating leverage for systems change. CrowdDoing is able to achieve this kind of compound leverage for impact across our portfolio areas from homelessness prevention, prevention derivatives, health benefits from spending time in nature, medicinal foods for stress and anxiety, and preventing isolation as a side effect of virtual volunteerism. All of these are anticipatory solutions which allow people to get ahead of their risks of catastrophe. CrowdDoing leverages under-utilized capacities to make it feasible for our solutions to potentially reach the scale of the problems we face together.
CrowdDoing works in sustainability, anti-poverty, public health, education, and research. We aim to address UN Sustainable Development Goals and beyond through our social innovation efforts.
CrowdDoing approaches each collective challenge through the lens of operating leverage for systems change via social innovation. This allows us to identify different under-utilized capacities that could make addressing problems in our society more feasible in the future.
At CrowdDoing, each of us adopts a dimension of a larger challenge. We collaborate within our convenient feasibility on this with others. We don’t expect ourselves to have every expertise. We rely on each-other.
We include broad participation by micro-leaders in systemic change through specific social innovations that we can build together.
Service learning focused on social innovation can be efficient simultaneously at achieving impact, and at teaching skills needed in the future. Service learning and skilled volunteering have demonstrably been efficient and effective approaches to helping individuals acquire skills for a VUCA (volatility, uncertainty, complexity, and ambiguity) world in a diversity of fields-from human resources to engineering to project management to data science.
CrowdDoing aims to scale participation through skilled volunteering and service learning opportunities to help enterprises and institutions foster social innovation. Better mental health, physical health and productivity among employees are among the intrinsic incentives that prompt companies to adopt employee volunteer programs. LearniNng, creating impact, and achieving mental and physical health benefits are intrinsic incentives that prompt employees to participate in volunteering & service learning programs.
Research shows professional development is most effective when hands on through challenging / new projects and experiences.
Micro-leadership at CrowdDoing means that while each person adopts a dimension of responsibility for a collective problem in our society, each of us does not take on the worry about the whole. We take on a level of responsibility that is safe for each of us to have comfort in.
Service learning combines learning objectives with community service in order to provide a pragmatic, progressive learning experience while meeting societal needs. Service learning and skilled volunteering helps to bridge skill & social innovation gaps to achieve sustainable development goals.
For more information about our organization, initiatives and opportunities go to our website at www.crowddoing.world .
Areas of Focusing
encourage people to improve mental health by spending time in nature
encourage hospitals to embrace vertical gardens
research foods and herbs that improve sleep and reduce stress and anxiety
Prevention Derivatives prevent catastrophic risk to health and property instead of risk transfer markets
Debt for Nature
forgive debt to address gap in conservation and regeneration
develop a sustainability index
Homelessness Prevention zero-subsidy affordable housing based on appreciation-based financing models
potential applications for anti-poverty
Equity Diversification Vehicle
social innovation products, services and organizations
Systems Change Research & Development
research and development, YouTube show and podcast
a radical collaboration cluster
Subject Matter Experts
Data & Security
Upskilling Areas of Opportunities
919 More opportunities with M4A Foundation - CrowdDoing8 Reviews
About M4A Foundation - CrowdDoing
3325 Besana Drive, El Dorado Hills, CA 95762, US
CrowdDoing [dot] world is a joint initiative of Match4Action Foundation and Reframe It. CrowdDoing is focused on addressing the social, economic, and environmental challenges our world faces by collaborating with professionals and volunteers from many different industries. We offer a platform for individuals to connect and collaborate toward creating systemic change. We would love for you to join the team! What makes us different? CrowdDoing aims to support social innovations with transformative impact potential through global multi-disciplinary volunteering, micro-leadership and service learning. We work through operating leverage for systems change to achieve collective agency. We orient to ikigai and self-determination theory in order to help each person have the perfect role. #systemschange #systemsthinking #servicelearning #socialinnovation
Match4Action connects those wanting to volunteer their skills with those in need for remote or local project support, advice, collaboration and mentoring.
Our smart technology platform uses the latest machine learning, artificial intelligence and virtual assistants to match the demand for resources for social impact with the skills and resources available, anywhere in the world. We use blockchain to create and manage a social impact currency.This unique, self sustainable open platform has one key purpose: accelerating social impact through collaboration and linking local projects with our global presence.
CrowdDoing aims to leverage micro-leadership, service learning and massively multi-disciplinary collaboration supported with project managers and human resource business partners. Collaborate with people whom you can learn from while changing the world virtually together.
This is a Virtual Opportunity with no fixed address.
May 22, 2023
- Human Resources Strategy
- Human Resources Recruitment
- Human Resources Information Systems
- Human Resources Legal Compliance
- Human Resources Training & Development
- Human Resources Assistance
- People 55+