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Apis Services, Inc. provides shared administrative services, including recruiting and onboarding new team members for over 30+ for profit and non-profit organizations across the USA so they can focus on their all-important missions.
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Abraxas Youth & Family Services is a national nonprofit human services provider dedicated to Building Better Futures for at-risk youth, adults, and families. We are hiring an Instructor / Intervention Specialist to join our team at Camp Aspen in Columbia, SC. In this direct care role, you will be helping at-risk adolescents in their journey BUILDING BETTER FUTURES.
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Your strong understanding of outsourcing of shared services like Print and Mail along with leveraging FIS' market leadership in Item and Remittance processing and FIS' unique Card personalization and materials will be used to drive sales.
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Abraxas Youth & Family Services is a nonprofit human services provider dedicated to Building Better Futures for youth, adults, and families. Abraxas Youth & Family Services, an affiliate of Apis Services Inc., offers a rewarding career for those passionate about making a difference in the lives of others.
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As part of the C3 STH team, the Peer Support Specialist assists program participants in breaking the cycle of homelessness through developing positive relationships and providing on-going supportive services that promote obtaining and maintaining stable housing.
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We are hiring Youth Care Professionals - Youth Development Specialists - Youth Care Workers for our Youth Services program at Camp Aspen in Columbia, South Carolina. Our diversified array of services includes alternative education, outpatient counseling, in-home services, shelter, detention, residential treatment and re-entry/transition services.
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Bristol Bay Shared Services (BBSS), LLC is a shared service organization of Bristol Bay Native Corporation (BBNC) and is looking for a Billing Specialist who will be responsible for all of the analysis required to set-up billing and prepare monthly invoices to customers in a multi-company environment.
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Job Title HR Shared Services Consultant Americas Job Description The HR Shared Services Consultant (internally referred to as HR Service Excellence Specialist) is responsible for the management and execution of service delivery improvement projects with a main focus on end-to-end process optimization, VOC initiatives and metrics and dashboard development, driving a metrics based culture.
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The HR Shared Services Consultant (internally referred to as HR Service Excellence Specialist) is responsible for the management and execution of service delivery improvement projects with a main focus on end-to-end process optimization, VOC initiatives and metrics and dashboard development, driving a metrics based culture.
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Job Title:Senior CDI/Inpatient Coding Quality Educator and Data ConsultantDepartment:Health System Shared Services | MIM CDI and CodingOn-site work will be required, with some remote work.
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The HSS will work in conjunction with the Housing Search & Placement Specialist Supervisor to build capacity for shared living and securing units outside of Boston. Practical experience in diversion, mediation, negotiation, motivational interviewing, trauma informed care, harm reduction, crisis prevention and intervention, household budgeting, rapid re-housing and service planning, recovery services – including mental health, substance use/abuse and traumatic brain injury.
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If you have any questions regarding this position, please contact Katelyn Leary, UAA Shared Services HR Coordinator, at kaleary@alaska.edu. Spring Creek Farm, located on Alaska Pacific University’s Kellogg Campus, is an educational farm in Palmer, AK. We grow 1.5 acres of vegetables to support a CSA, farmers market, dining services an.
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Stanford Center for Innovation in In vivo Imaging (SCi3) is a shared preclinical imaging facility that provides instrumentation, strategies, expertise, and software tools to perform multimodality in vivo imaging and quantification.
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The Quantitative Genomics lab is a shared resource lab that provides a wide variety of expert services, including tissue dissection, microscopy, cell isolation, single-cell assays, transcriptome and epigenetic profiling, and genome assembly using next-generation sequencing platforms from Illumina & PacBio, and many more applications are in development.
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Understanding the company strategy and aligning FIS’ BPaaS solutions and services to their strategy is key to building solid relationships and a successful partnership. FIS is committed to protecting the privacy and security of all personal information that we process in order to provide services to our clients.
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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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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.