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Draft, negotiate, manage, and advise the Sr Corporate Counsel and business teams with respect to employment agreements and related templates and documents, independent contractor agreements, clinician provider agreements, restrictive covenant agreements, intellectual property agreements, separation agreements, externship affiliation agreements, staffing agreements, promissory notes, incentive plans, and other similar agreements and documents.
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Hospital Employment with Comprehensive Benefits Package (including 401k and EAP) Raleigh General Hospital in Beckley, West Virginia, is seeking a Cardiologist to join an established practice. Raleigh General Hospital (RGH) is a 300-bed full-service, ambulatory care center that has served as the cornerstone for care for over 250,000 people since 1922.
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SABIC is seeking a strong, self-motivated attorney to join our global Corporate Governance legal team as its U.S. employment counsel. Located in Houston, Texas the Americas Legal Affairs team supports the U.S. and Canada manufacturing, corporate functions and operations in a wide variety of employment matters, benefits and litigation support.
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Supervise, interact and engage the Summer Youth Employment Program (SYEP) participants at all times. Under thegeneral supervision of the Project Developer, the Project Facilitator of Youth Employment Programs will provide project-based learning workshops to participants of the Summer Youth Employment Program.
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Focus on inpatient and outpatient clinical work as well as teaching of residents and medical students, with the opportunity to focus on or develop an area of clinical expertise; clinical research interests are encouraged and will be actively supported.
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Seeking an experienced attorney to serve as an employment attorney in the Litigation and Employment Law Group for Los Alamos National Laboratory (LANL), managed and operated by Triad National Security, LLC for the National Nuclear Security Administration (NNSA.
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TheInternal Communications&Employment Brand Manageris responsible for developing and executing Internal Communication and Employment Brand strategies, in addition to supporting Enterprise Change Management initiatives.
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A minimum of 3-5 years of experience with immigration law and/or employment law, including significant experience with DACA initial and renewal applications before USCIS, TPS, and removal defense work before the immigration court.
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From homelessness prevention in Staten Island to supportive housing in the Bronx; from employment training in Manhattan to after school programs and college access in Brooklyn; from family shelter and support in Queens to increasing affordable housing across the city, CAMBA provides holistic services to help struggling New Yorkers stabilize their lives and become self-sufficient.
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San Francisco Flynn Group seeks an exceptional employment attorney to serve as Senior Employment Counsel, reporting directly to the General Counsel. Senior Employment Counsel Full time.
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Eligible list and will be used to fill current and future Employment & Eligibility Specialist within Social Services Agency. Please click for information on the minimum qualifications for the Employment and Eligibility Specialist classification.
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The Recovery Counselor - Supported Employment Specialist will assess the client’s personal, medical, emotional, social, and environmental situati on to plan for treatment course through home, community, and office visits.
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The Individual Placement and Support (IPS) Certified Peer Specialist serves as an ambassador for the evidence-based practice of IPS Supported Employment and provides employment support to IPS program participants.
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Up to $25,000 Student-to-Employment financial assistance is available to students currently enrolled in or working towards enrollment in a Radiologic Technologist program. Student to Employment opportunity.
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Qualifications High School Diploma/ Completion of two years of college or vocational school is preferred 5+ years of experience, three of which will have come as an employment litigation secretary or paralegal in a law office or law-related office Spelling, grammar, and punctuation must be exceptional Basic office equipment knowledge (copy machines, scanners, printers, and phones) Beginning/Intermediate experience with Microsoft Excel, Word, and Outlook Ability to lift up to 30 lbs.
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Title: supported employment Company: Millarrich
FEATURED BLOG POSTS
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.
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.