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You’ll also partner with hospitals and clinics as a nurse liaison to help them accomplish their nursing informatics goals. Our community includes major systems like the Mayo Clinic, Johns Hopkins, Cleveland Clinic, and Kaiser Permanente, as well as leading academic medical centers at the University of Washington, University of Michigan, University of California, University of Texas, The Ohio State University, and many more.
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The Parent Partner reports to the Program Supervisor for administrative activities and the Clinical Supervisor for clinical issues. Position Title : Parent Partner. Individual must have a child or close relative in the child welfare or juvenile justice system with an emotional disability and have personal life experience with either DMH, Probation or DCFS.
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The selected candidate will be a strategic HR & Labor Relation Business Partner to the Anniston, AL manufacturing facility located on the Anniston Army Depot and at an off-site warehouse. Execute and partner with the Labor Relations Solution Center to ensure alignment with proactive Labor Relations strategy.
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This role will be a HR partner to operations management and identify opportunities to ensure all organizational HR practices are efficient, and scalable for sustainable growth. Proven experience as a HR Generalist or a hands-on HR Manager working across the HR function.
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Exceptional career opportunity for a current Tax Senior Manager, Director or Partner to take over a very large book of business from a soon to retire Tax Partner. We are seeking a tax partner with a modern understanding of the professional standards, technology, and data security necessary to lead our tax team and to work with other tax partners to insure timely delivery of excellent tax compliance and controversy work product.
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Work with HR Partner Manager to coach and advise staff and managers on matters regarding conflict resolution, relationship building, and effective communication; Work with HR Partner Manager to develop strategic and operational plans to achieve results and ensure alignment with company goals and objectives through training and development initiatives.
$60,000 - $65,000 a yearFull-timeExpandApply NowActive JobUpdated 21 days ago - UpvoteDownvoteShare Job
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Parent Partner Location: Bakersfield, CA, USA Apply Requisition NumberDepartment:Intensive Home-Based ServicesHave you successfully supported your child through an IEP, probation, mental health, regional center or social services.
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Provide continuous evaluation of F-35 Partner and FMS security posture and provide written updates to International Security Manager, Program Security Officer, and assigned International Security Specialist.
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The Case Manager I - Parent Partner is responsible for supporting the caregiver by improving the capacity of the parent/caregiver to parent the youth so as to improve functioning in the community or to assist the youth in returning to the community.
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You will partner with the RN Case Manager to ensure the post-acute medical needs and level of care are appropriate. You will respond promptly to referrals from the RN Case Manager or other staff when risk factors for social determinants of health are identified.
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Tax Senior Manager / Director If you are a Tax Senior Manager / Director with 10+ years of Public Accounting experience (including 5+ years of Tax Manager experience) and an active CPA license, and you're looking for an opportunity to have a fast partner track, please read on.
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Proficiency in Google Analytics, Google AdWords, Facebook Ads Manager, and social media scheduling tools. Family Law Attorney Marlana Caruso chronicles her distinguished career progression at R&H, from senior associate to partner, exemplifying the firm's commitment to nurturing legal talent.
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Partner with the HR Manager, CPS Labor Relations, and the Office of Administrative Hearings to proactively resolve matters related to the collective bargaining agreement(s), HR investigations, grievances, employee relations, workforce planning, and disciplinary matters; represent CPS in grievance and legal hearings pursuant to the implementation of the district’s collective bargaining agreements with its labor partners.
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We are a small but mighty team in the Chief Strategy Office that works on Worldpay's most important partnerships - analyzing where we need to partner, identifying and assessing key partnership opportunities, structuring commercial deals, and in where needed, managing partner relationships.
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We are seeking an HR Business Partner/HR Program Manager for our Northridge, CA Manufacturing facility who will provide strategic expertise and consultation in the areas of workforce planning, employee engagement and retention, talent development, coaching, and support of multiple time-bound initiatives throughout the year.
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partner manager jobs Title: partner Company: Careerbliss
FEATURED BLOG POSTS
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.
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.