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Certified Professional Claims Adjuster (CPCA) or Certified Claims Adjuster (CCA) Certified Workers' Compensation Professional (CWCP) or Associate in Claims (AIC) would be beneficial. The Insurance Claims Specialist will be responsible for the daily management and coordination of Workers’ Compensation claims between the third-party claims administrator (TPA) and Operations.
$75,000 - $90,000 a yearFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Job Description NEW Medical Technologist OR Medical Laboratory Technician in beautiful coastal Alaska!
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The Associate Attorney will attend administrative hearings at the Office of Disability Adjudication and Review for Social Security disability claims, and at the Board of Industrial Insurance Appeals for Workers Compensation claims.
$75,000 - $95,000 a yearFull-timeExpandApply NowActive JobUpdated 28 days ago - UpvoteDownvoteShare Job
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This high-level individual contributor role will serve a solution architect as part of the HR Technology Team and should have a solid understanding of leading practices and solutioning in the areas Compensation Management, Employee Central, and Total Rewards within SAP SuccessFactors.
ExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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Measure, audit and evaluate the effectiveness of: Occupational safety, Environmental management, Ergonomics, Fire prevention/protection, Industrial hygiene, Workplace injury, illness and incident causation, Worker's Compensation claim management, workplace medical/health and security.
$98,100 - $154,220 a yearFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Executes HR strategy, providing advice across compensation, benefits, HR systems, organizational design, change management, communications, and/or culture. Our team works with client leadership to identify and quantify HR risks and issues through diligence, merger-integration assistance, post-deal strategy, organization design, compensation, benefits and actuarial services.
$76,000 - $160,000 a yearFull-timeExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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Five (5) or more years of prior experience in HR transactions, actuarial, compensation and/or strategic service consulting, required. Reviews key compensation and benefits programs to highlight issues or risks.
$76,000 - $160,000 a yearFull-timeExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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This attorney will have significant experience counseling clients on all aspects of employee benefits and executive compensation matters, including qualified retirement plans, ERISA requirements, healthcare and welfare plans, non-qualified deferred compensation plans and stock option agreements.
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Our compensation plan is base salary plus commission compensation. Company sponsored benefits include 401(k) with a discretionary employer match of up to 3% of gross compensation, medical/dental/life/short & long-term disability insurance, PTO, and company paid holidays.
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Competitive Compensation: Earn top wages with a piece rate of $10.00 per water meter and $5.00 per meter gas meter. Competitive Compensation: Earn top wages with a piece rate of $10.00 per water meter and $5.00 per meter gas meter.
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ALPLA values their employees, work-life balance, personal growth, compensation and sustainability. ALPLA is a global family-owned, privately held company that makes innovative, customized, recycled packaging for top companies such as P&G, Unilever, L'Oral, Pepsi, and more.
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Compensation and Benefits:Competitive Compensation Flexible Scheduling Hard work, collaboration, humanity, fun, and laughterCareer path development 8-hour shift - Monday to FridayDigital Print Production Operator Responsibilities:Responsible for operating digital commercial printers using Fiery Command Workstation.
$12.5 - $17.5 an hourFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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As part of Total Rewards, we are proud to offer a competitive compensation package at CoverMyMeds. In addition to base pay, other compensation, such as an annual bonus or long-term incentive opportunities may be offered.
$142,200 - $237,000 a yearExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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ClarkDietrich, a leading manufacturer of cold-formed steel framing and interior and exterior finishing products in North America, fosters a work-life balance and offers competitive compensation and benefits.
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Supervises, performs or assists in the planning and implementation of the fabrication of compensation filters, custom shields and other beam modifying devices. Planning is done for 7 Varian linear accelerators (Truebeam and Halcyon) and 1 Mevion proton machine.
Full-timeExpandApply NowActive JobUpdated 1 month ago
compensation job Title: assistant controller Company: Bradford Products Ll C
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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.
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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 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.