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Administer tissue plasminogen activator (tPA) and closely monitor patients afterward. Night shift: 7:00 PM - 7:30 AM (3x12 + 4th shift required per month + EOW) OR Day shift: 7:00 AM - 7:30 PM (3x12 + 4th shift required per month + EOW.
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NCCU: 10 Bed Critical Care. Primary Stroke Center (Ischemic - Thrombectomy, TPA, Hemorrhagic – Ventriculostomies & Emergent Evac), Neuro Surgery (tumor resections, brain/spine abscesses) Neuro-Medical (Meningitis, Encephalitis, Neuro-muscular disorders.
Full-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Position will be responsible for managing support, technology development and testing for TPA, wirehouse, AIP and NSCC servicing for Alternative Investment clients. Flexibility: Hybrid Work Model & a Business Casual Dress Code, including jeans.
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Health Insurance & TPA Services. Basement of AJIMS OPD Building, A.J. Blood Bank, Health Insurance & TPA Services. Powered by ATC Online. Junior Consultant - Nephrology. ICU Ambulance Service.
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FuturePlan is the nation's largest third-party administrator (TPA) of retirement plans, partnering with advisors in all 50 states. Communicates the details of the plan's onboarding progress (as needed or requested) to each internal department (sales consultant, onboarding manager and service consultant) through regular contact or workflow system updates as it pertains to their open onboarding cases.
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Physical Escort, to include Two Person Access (TPA) in the spaces for maintenance, cleaning, other services as warranted. Sovereign cloud user account requests (e.g., submissions, provisioning, certificate issuance and troubleshooting.
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This position may be based in one of these locations: MCO, FLL, TPA and will require some travel. LOCATION NOTE: This position may be based in one of these locations: MCO, FLL, TPA and will require some travel.
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Experience in working with a TPA to administer employee leaves. Job Title: Leave Specialist. Provide clerical/administrative support to a high volume leave and employee service functions. Experience in working with a TPA to administer employee leaves.
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We are also a full-service benefits organization and Third-Party Administrator (TPA) that provides a high degree of expertise in the design, communication, and administration of benefit programs.
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Posted: 02/27/2024 Industry: Employee Benefits & Retirement Services Job Number: SA24.2.
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Operational support is comprised of five workstreams teams: Livesite Engineering, Identity Management, Network Management, Tech Ops (Secure workspace operations) and Customer Experience (CXP). Bachelor’s Degree in a similar field or equivalent combination of IT training and practical IT experience.
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Bachelor’s degree and 5+ years of previous sales experience, preferably in the health insurance industry with a third-party administrator (TPA) or similar industry. Bachelor’s degree and 5+ years of previous sales experience, preferably in the health insurance industry with a third-party administrator (TPA) or similar industry.
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Developing and implementing claims technical claims handling quality file review and audit processes for direct handled and oversight claims handling of Program and delegated/TPA claims as well as Manager Quality File Reviews conducted by the claims managers to drive best in class claims handling.
ExpandApply NowActive JobUpdated 9 days ago - UpvoteDownvoteShare Job
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10+ years in Life Insurance and Annuity TPA business involving multiple product lines. - Life & Annuity Insurance domain knowledge in a TPA environment. Integrate items like DTCC, DST, Claims and any agency systems.
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Management of TPA documentation, NAPA, and CAPA compliance. SERVPRO Team Wall, SERVPROs 2022 Franchise of the Year, is seeking a new Construction Estimating Manager. Then, dont miss your chance to join our Franchise as a Construction Estimating Manager.
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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?!
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.
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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).