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The Chief Compliance Officer is responsible for the day-to-day administration and oversight of the Company’s Gaming Compliance Plan. The Chief Compliance Officer, in conjunction with the Executive Vice President & Chief Legal Officer, will serve as a liaison between the Compliance Committee and various regulatory authorities.
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Under the direction of the VP of Finance and Business Services and Chief Financial Office (VP-CFO), the Associate Vice President manages the day-to-day operations of the Budget Office.
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The Chief Financial Officer (CFO) is a key member of our client's leadership team and reports directly to the President/CEO. The CFO is responsible for the development, interpretation, coordination, and administration of policies for financial management, including planning, budgeting, capital formation, risk management, and operations.
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The Chief Financial Officer is responsible to the Hospital CEO, and maintains business relationships with the Division CFO, Hospital CEO, COO, and CNO. 4+ years of experience in a Hospital Controller, Asst. CFO, or VP of Finance role preferred.
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You will administer the general accounting, patient business services, including third party reimbursement, financial, and statistical reporting functions of the hospital in accordance with established policies and accounting procedures.
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The Chief Financial Officer directs the financial and other departmental activities in accordance with defined hospital policies and objectives. HCA Healthcare (Corporate) , based in Nashville, Tennessee, supports a variety of corporate roles from business operations to administrative positions.
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Time Away From Work Program (paid time off, paid family leave, long- and short-term disability coverage and leaves of absence) You will forecast the impact of business decision and expected outcomes on all financial results.
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You will review contracts, purchase agreements, and other financial arrangements to ensure compatibility with business goals and expectations about profitability. 401(k) Plan with a 100% match on 3% to 9% of pay (based on years of service.
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Additional options for dental and vision benefits, life and disability coverage, flexible spending accounts, supplemental health protection plans (accident, critical illness, hospital indemnity), auto and home insurance, identity theft protection, legal counseling, long-term care coverage, moving assistance, pet insurance and more.
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You will maintain accuracy of charge master. Family support through fertility and family building benefits with Progyny and adoption assistance. If you're looking for a leadership opportunity that provides both personal satisfaction and professional growth, apply to join HCA Healthcare as a Chief Financial Officer.
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CFO / Transmission EVP of Finance - Develops, modifies, and/or implements tactical plans for financial performance management, annual operating goals (short-term & long term), and project execution with guidance from the CEO.
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CFO / Transmission EVP of Finance - Ensures compliance with all company, regulatory, State, federal and GAAP requirements through the development, implementation, and maintenance of controls and policies.
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This Chief Financial Officer will act as the Executive Financial Leader across the organization working closely with the CEO on the organization's operational and corporate finance strategy with a focus on initiatives for optimizing current transmission assets and long-term growth goals.
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CFO / Transmission EVP of Finance - Develops and manages strategic financing initiatives (restructurings, working capital facilities) including interaction with banks and the analysis and recommendation of various financing options.
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All assets and systems are under regulation by Electric Reliability Council of Texas (ERCOT), North American Electric Reliability Corporation (NERC), Federal Energy Regulatory Commission (FERC), and Texas Reliability Entity (TRE) compliance standards.
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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.
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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.