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Risk Control Consulting Director - Aging Services page is loaded. Globally, our Employee Resource Groups — Advocacy for Visible & Invisible Disabilities (AVID), Asian Professionals for Excellence (APEX), Empowering Black Professionals (EBP), Generational Perspectives (GP), Organization of Hispanics and Latine Americanos (¡OHLA.
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Within our U.S. Business, we have seen consistent growth driven by our clients' needs to address challenges stemming from climate change, increasing system vulnerabilities, coastal impacts and sea level rise, aging infrastructure, resource optimization, emergency response, carbon sequestration, risk mitigation and recovery.
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The Hartford HealthCare Center for Healthy Aging is a resource and assessment center designed to make it easier for seniors, their loved ones and caregivers to access essential information and services to attain the optimal quality of life.
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The Care Transition Nurse will work in collaboration with RN’s and/or social workers, skilled nursing facilities, assisted living facilities, independent living facilities, home care agencies, and physicians to provide education to customers, patients and families in coordinating the care of patients moving from one level of care to another to ensure a safe and effective patient’s transition across the post-acute care continuum.
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Founded in 1929, JAX applies over nine decades of expertise in genetics to increase understanding of human disease, advancing treatments and cures for cancer, neurological and immune disorders, diabetes, aging and heart disease.
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Develops, maintains, and drives action from analyses to measure the trends, efficiencies, and effectiveness of resource allocation and utilization for JAX Mice and Clinical Research Services. Creates financial models in order to evaluate capacity and resource expansion plans; integrates models with current operations and strategic plans.
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Excellent skills with at least one business intelligence or data visualization software tool such as PowerBI, Tableau, Qlikview, SAP, R, etc. Works to continually analyze the effectiveness of JAX Mice and Clinical Research Services teams and initiates creative solutions to address complex business challenges.
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The Jackson Laboratory is an independent, nonprofit biomedical research institution with a National Cancer Institute-designated Cancer Center and nearly 3,000 employees in locations across the United States (Maine, Connecticut, California), Japan and China.
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The Jackson Laboratory provides equal employment opportunities to all employees and applicants for employment in all job classifications without regard to race, color, religion, age, mental disability, physical disability, medical condition, gender, sexual orientation, genetic information, ancestry, marital status, national origin, veteran status, and other classifications protected by applicable state and local non-discrimination laws.
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Programming experience (SQL, R, Python, M, etc.) Its mission is to discover precise genomic solutions for disease and empower the global biomedical community in the shared quest to improve human health.
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Serve as a resource to donors, professional advisors, and colleagues on matters related to planned giving, including estate planning, tax laws, and blended gift structures. Apply expert technical knowledge of relevant tax, probate, trust, and financial/estate planning strategies to address individual donor needs and goals and prepare proposals and other supporting materials.
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Highly skilled and knowledgably in word processing software, database and spreadsheet software to aid in design and changes in financial and ERP systems. Collaborates with other managers and departments to monitor current capital projects.
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Three to five years of financial analysis, costing and financial tool development required. Evaluates capital expenditure requests and provides recommendations regarding financial feasibility including payback, ROI, and financial modeling of investment.
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Bachelor's degree in a related field (e.g., nonprofit management, fundraising, business administration) required; advanced degree preferred. Minimum of 6 years of experience in planned giving, estate planning, or related fields, in a nonprofit setting preferred.
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We serve over 16,000 individuals in Seattle/South King County in the areas of early learning, youth development, citizenship, employment, health, housing, resource navigation, and aging adults.
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aging resource jobs
FEATURED BLOG POSTS
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.