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Ensure the highest level of revenue integrity and compliance to all state and federal regulations for MDS completion and coding conventions. Direct care in a long-term care setting, MDS Coordinator, Clinical Reimbursement Specialist or Nurse Assessment Coordinator experience preferred.
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Experience 2-5 Years' experience as a Clinical Research Associate, Clinical Research Coordinator, Clinical Research Nurse Coordinator and proven experience as an Lead Auditor. Experience in clinical research, familiarity with oncology protocols, clinical trials operations, GCP, NCI guidelines and federal regulations both FDA and HHS.
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Receive and process, in a timely manner, complaints related to issues of discrimination and/or harassment based on a protected status and other related civil rights and disability allegations from students, employees, and/or the general public; examine complaints; provide applicable complaints to Title IX Coordinator or other relevant District personnel; and work to resolve issues within the EEO Compliance Manager’s purview.
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The position performs advanced, investigatory, administrative, and compliance duties supporting federal, state, and local laws on Clery, and Title IX, and other University related functions.
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Partner and corroborate with federal and state government agencies (DEA, FDA, FBI, Board of Pharmacy) to ensure compliance of security alarm systems and frequent communications for active investigations of organized retail crime.
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Ensures compliance with all federal and local agencies including the Food and Drug Administration (FDA) and local Institutional Review Board (IRB). Works closely with a regulatory coordinator or directly with the Institutional Review Board (IRB) to submit Adverse Events, Serious Adverse Events, protocol deviations, and Safety Letters in accordance with local and federal guidelines.
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The Clinical Research Coordinator I must ensure compliance with protocol guidelines, identify problems and/or inconsistencies and monitor subject process throughout the clinical research study.
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Moss' Solar Safety Coordinator supports the Environmental, Health, and Safety (EHS) team in the development implementation, monitoring and continuous improvement of Moss Solar's EHS programs, ensuring compliance with federal, state, and local regulatory requirements within an assigned project.
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The Wound Care Nurse is responsible for delivering quality wound care and preventative measures to maintain skin integrity of assigned residents in compliance with applicable federal and state guidelines and established policies and procedures.
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Franciscan Medical Group, as part of Virginia Mason Franciscan Health, is currently looking for a full-time Safety/Regulatory Program Coordinator for the Franciscan Clinical Support Services team in Tacoma, WA. We are seeking an experience Registered Nurse for an excellent opportunity to lead and coordinate the Franciscan Medical Group program for patient/staff safety and regulatory compliance.
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Collaborate with the CSMP Executive Director and other subject matter project Executive Directors in the development of cross-curricular programming and shared grants, network management, and compliance with state and federal reporting requirements and policy mandates.
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Similar searchable job titles Safety Coordinator Health and Safety Officer Safety Officer Safety Advisor Occupational Health and Safety Specialist Keywords Safety Compliance Hazard Identification Risk Assessment Occupational Safety Emergency Preparedness Legal Disclaimer: Cherokee Federal is an equal-opportunity employer.
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In compliance with federal law, ASU prepares an annual report on campus security and fire safety programs and resources. Arizona State University is a VEVRAA Federal Contractor and an Equal Opportunity/Affirmative Action Employer.
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A vibrant community of individuals passionate about the work they do Be the Infection Preventionist you always wanted to be Direct the managerial functions of our Infection Control Program Assure compliance with CMS, TJC, CDC, OSHA, and other federal and state standards and guidelines.
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In compliance with state and federal crime awareness and campus security legislation, including The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), the Cal Poly Pomona Annual Security and Fire Safety Report is available at.
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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.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.