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Hospital Development: Partners and builds relationships with hospital leadership to further organ, eye and tissue donation programs in hospitals across the DSA. Drives the strategy to support growth by maximizing hospital relationships.
$113,094 a yearFull-timeExpandApply NowActive JobUpdated 0 days ago - UpvoteDownvoteShare Job
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Referral, pre-authorization, and authorization responsibilities will consist of, but may not be limited to:Referral evaluation of potential donor for brain death donation (BDD) or donation after circulatory death (DCD) with appropriate DCD evaluation tool completed.
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Case initiation responsibilities may consist of but may not be limited: Initiating case start order set Obtain specimens for infectious disease testing, HLA tissue typing, and cultures Other recovery-related duties as directed by Administrator on Call Participates in OPO meetings, special projects, and activities as Participate in activities to improve donor conversations, cultural sensitivity, overcoming obstacles, avoiding cultural barriers or donor designation objection to donation.
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The John and Doris Norton Cardio Thoracic and Transplantation Institute (Norton Thoracic Institute) at St. Joseph's Hospital and Medical Center (Phoenix, AZ) is seeking an Organ Procurement Surgeon(s) to join one of the nation's leading transplant programs in the country.
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Assists personnel and families in all circumstances that surround death of a patient, facilitating arrangements for autopsies, organ/tissue donation and/or verification of referrals to the Medical Examiner.
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Provides daily oversight of organ and tissue recovery services activity in order to ensure allocation, recovery coordination, and graft utilization meet regulatory requirements, maintain consistently high standards for surgical recovery of organs and tissues, as well as provide excellent service to donor hospital staff, donor families, transplant centers, transplant recipients and other external donation partners.
$74,356 - $92,945 a yearFull-timeExpandApply NowActive JobUpdated 0 days ago - UpvoteDownvoteShare Job
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Maintains professional competence to provide leadership and consultative services to direct reports, transplant centers, hospital partners, coroner and funeral home facilities, tissue processors, and donor families.
$82,618 - $103,273 a yearFull-timeExpandApply NowActive JobUpdated 0 days ago - UpvoteDownvoteShare Job
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The Donation Process Specialist collaborates with hospital management in forming strategic plans and goals with the aim of increasing organs donated across the service area. The Organ Donation Process Specialist develops and coordinates educational programs aimed at promoting and increasing awareness of how organ donation functions within the hospital setting.
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Serving as the teaching hospital for a major university’s school of medicine, this 861-bed hospital has received accreditation from The Joint Commission and the Commission on Accreditation of Rehabilitation Facilities (CARF) and certification as a Primary Stroke Center, as well as the Get With The Guidelines-Stroke Gold Plus award from the American Stroke Association and the U.S. Department of Health and Human Services Medal of Honor for Organ Donation.
$1,792 a weekFull-timeExpandApply NowActive JobUpdated 0 days ago - UpvoteDownvoteShare Job
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To ensure the health and safety of the children and families at St. Jude Children's Research Hospital as well as our donors, volunteers and colleagues, as a condition of employment, we require that employees adhere to ALSAC's Vaccination Requirements, including COVID-19 Vaccination.
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Travel Washington DC potentially: Children's National, Howard University, Veterans Hospital, Johns Hopkins, Sibley Memorial. Travel Maryland potentially:MedStar (excluding Washington Hospital Center), Johns Hopkins-satellite and other hospitals in the surrounding Baltimore area.
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This position, Family Care Coordinator, will work with organ donor families, hospital personnel, physicians, and other team members from NMDS to work through the donation process for saving lives through organ and tissue donation.
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Each critical care team consists of a pilot and co-pilot, a pre-hospital care doctor and a critical care paramedic. Lead, support and motivate the retail team, managing performance or conduct issues as required – this includes direct line management of the Area Manager, Ecommerce Manager and Donation Centre Manager with whom you will be expected to conduct regular documented 1:1s.
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Additional patient populations admitted to the SICU for critical care and monitoring include: Surgical oncology, general surgery, orthopedic surgery, OB/GYN, renal and pancreas transplant recipients, and organ donor patients including brain death donation and donation after cardiac death.
$8,476 a monthExpandApply NowActive JobUpdated 1 days ago - UpvoteDownvoteShare Job
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This includes collaboration with the team that provides triaging of organ/tissue referrals, staffing for current and potential donation opportunities, coordinating logistics involved with the donation process and collaborating with the hospital healthcare team to optimize each potential donor.
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
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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.
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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.
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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.