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Under the direct supervision of the Quality Management and Risk Management Director, the Quality Management and Risk Management Coordinator is responsible for providing administrative and coordination support on the Agency’s Quality Management/Risk Management Program projects, The Joint Commission Ambulatory Program, The Joint Commission Primary Care Medical Home, Quality Management Trainings, Quality Management surveys, and other related projects as assigned.
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Reporting to the Director of Administrative Services, the Management Analyst (Risk Management) provides professional support to risk management programs including: workers' compensation, safety compliance, review and approval of contracts and Certificates of Insurance, risk transfer, and leave and disability administration.
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Managment Analyst (Risk Management) (20461388) You will also serve as a consultant to City departments and employees on Risk Management (workers' compensation, safety, contract insurance) problems and communicate regularly with internal and external parties to maximize the effectiveness and efficiency of assigned programs and activities, minimize risk, and advise of claim developments.
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The role of the Hospital Quality Risk Management Director involves overseeing hospital-wide initiatives related to loss prevention, risk identification, and patient safety across various entities and practice sites.
$123,525 - $170,125ExpandApply NowActive JobUpdated 0 days ago - UpvoteDownvoteShare Job
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Certification in risk management, audit, or business continuity management (Certified Business Continuity Professional (CBCP), Certification in Risk Management Assurance (CRMA), Certified Internal Auditor (CIA), Certified Information Systems Auditor (CISA), Certified in Risk and Information Systems Control (CRISC.
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Deep understanding of risk management and fluency in related areas such as operational risk, reputational risk, legal risk, insurance risk, treasury risk, cyber risk, business resiliency, environmental risk, compliance, third party risk, and information management.
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A minimum of 4 years of professional or educational experience with third-party risk management, technology, procurement, or vendor management. Completing additional tasks and procedures related to third party risk management – including but not limited to: Audit requests, quarterly risk review presentations, committee presentations.
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Learn the core elements of successful Enterprise Security Risk Management (ESRM), Executive Protection, Threat Management, Business Continuity/Resilience (BC/BR) and global security from industry leading Kroll practitioners.
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Reporting to the General Counsel the Senior Vice President, Enterprise Risk Management (SVP, ERM) will work across the organization to establish and operate the CSBS risk framework to include overseeing the planning, development, implementation, and operation of CSBS's Enterprise Risk Management program to guide and support CSBS in achieving our goals and objectives.
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V-Soft Consulting is currently hiring for an IT Risk Management Analyst for our premier client in Bannockburn, Illinois. IT Risk Management Analyst. Support general IT Risk Management activities as needed.
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Guidehouse is a leading global provider of consulting services to the public sector and commercial markets, with broad capabilities in management, technology, and risk consulting. A bachelor's degree and approximately 3 years of relevant work experience with an emphasis on risk management supplemented with internal controls, audit, process improvement, system implementation, organizational management, or other related fields.
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The Cyber Risk and Compliance Tool Administrator / IT Risk Analyst plays a critical role in maintaining and enhancing the IT risk management practice within our company. Demonstrated expertise in configuring, customizing, and managing GRC platforms such as Archer, ServiceNow, MetricStream, etc., to support cyber risk management activities.
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The Chief Risk Officer (‘CRO’) of CardWorks will lead the Risk & Regulatory Organizational Area, comprising Enterprise Risk Management, Third Party Vendor Management, Compliance, Credit Risk Management, Credit Operations, and Internal Audit.
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Lead the RGA enterprise risk management (ERM) framework in multiple regulatory jurisdictions across Asia. Works in conjunction with the Asia leadership teams as well as the RGA Global Risk Services management teams.
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Professional or risk management certifications, [Certified Risk Management Assurance (CRMA), Certified Regulatory Compliance Manager (CRCM), Certified Information Systems Auditor (CISA), or Certified Risk & Information Systems Control (CRISC.
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risk management jobs Title: quality engineer Company: Boston Scientific
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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.
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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.
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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?
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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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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.