- UpvoteDownvoteShare Job
- Suggest Revision
Kolmac’s healthcare centers provide a robust variety of behavioral health services including substance use disorder counseling, The Clinical Executive Director will be responsible for managing and growing all relevant service lines.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Hendricks House is a 3.1 Level of Care Halfway House Residential Treatment Center, with programs in Millville, Vineland, and Galloway and an outpatient program in Millville, NJ. HHG is seeking to fill the Clinical Director position.
ExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The Administrative Director reports to the ZSFG Clinical Laboratory CLIA Director, the Office of the UCSF Vice Dean at ZSFG and the ZSFG Chief Operating Officer and provides direction for all administrative aspects of the clinical laboratory.
ExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Embark Behavioral Health is looking for an Assistant Clinical Director who is committed to our mission of reducing adolescent, teen and young adult anxiety, depression and suicide to support our outpatient mental health clinic in Greenwood Village, CO.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Provides managerial support, clinical backup for the Director (subset of direct reports to be reassigned) and works with Crisis managers to improve system relationships. Provides coverage for the Crisis Clinical Program manager and the Crisis Program Supervisor when they are out or there are gaps in the crisis call schedule to include stepping into being Crisis Consulting Clinician to support teams in the field, Crisis Triage Clinician to take and respond to crisis calls by phone and working alongside.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
The Clinical Program Director is responsible for the management and the strategic growth of the Wound Care Program and other wound care continuum programs for the assigned area of responsibility.
ExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
- Suggest Revision
As the Senior Director, Clinical Pharmacology across the Maze portfolio, you will partner closely with cross-functional leaders and team members to help design, conduct, and interpret the key clinical studies, including first-in-human, other clinical pharmacology and proof-of-concept patient trials.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
At the University of Miami/UHealth has an exciting opportunity for a full time Director, OPO Clinical Operations to work in Miami, FL. The Director, OPO Clinical Operations is responsible for all aspects of clinical organ recovery procedures, organ allocation and recovery operations, Hospital Services, Donor Family Services, regulatory agency issues, and procedural initiatives to help foster productivity and efficiency in the program.
ExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Set visit, revenue and expense targets for the operating budget for clinical service lines with the Director of Operations and the Finance Director. The Director of Clinical Services will be a champion and leader towards student centered, culturally responsive health care through a team based approach.
ExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The Women’s Health Center Director oversees and provides outpatient clinical care at a busy community health center. Additionally, the Director of Women’s Health consults and acts as a resource for the Eisner Health’s clinicians and support personnel, engages in Quality Improvement and Peer Review processes, and participates in the hiring of licensed clinical staff.
$160,000 - $200,000 a yearFull-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Korzen Health is looking to add a Wound Care Nurse Practitioner to our program.
$230,000 - $300,000 a yearFull-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
- Suggest Revision
FogPharma has an exciting new opportunity for a Director, DMPK/Clinical Pharmacology reporting to our AVP, Clinical Pharmacology/Development DMPK. In this role, you will be responsible for the design and implementation of clinical pharmacology aspects of patient trials.
ExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The Associate Director, Clinical Pharmacology, will be responsible and accountable to lead and execute clinical pharmacology strategies and activities for assigned programs and studies from early through late-stage clinical development and approval, including post marketing activities, and collaborate cross-functional stakeholders including research, DMPK, translational medicine, clinical development, clinical operation, biometrics, regulatory, CMC, and project management.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Directly supervise other high-level Director and manager positions who oversee particular components of the DESC Clinical Programs. The Senior Clinical Director also plans for and develops new services and treatment central to DESC’s mission.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
The Administrative Director is responsibile for adminstrative direction of the CLIcertified high complexity Clinical Laboratory at Zuckerberg San Francisco General Hospital and Trauma Center (ZSFG), a UCSF department in partnership with the City and County of San Francisco (CCSF) with an annual budget of ~$30 million.
Full-timeExpandApply NowActive JobUpdated 6 days ago
Title: clinical director Company: Fulshear Transition
FEATURED BLOG POSTS
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.
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.