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In this role, you will keep the System VP & Deputy General Counsel informed but primarily provide direct support to the System on pending litigation and other claims pursuant to applicable laws, regulations and legal strategy to limit the System’s exposure and damages.
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The Claims Operation Specialist tracks, analyzes, and resolves claims and claims related system issues while collaborating with our vendor to streamline operational processes.
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Manages a book of complex primary, direct excess, and reinsurance claims involving Public Sector risks, including property damage, professional liability, general liability, automobile, school board legal liability, employment practices liability, law enforcement liability, public officials liability exposures.
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The enrollee will function as a realty specialist for the Southern Nevada Energy & Infrastructure Team. The enrollee will work on realty actions related to realty and assist with right of way actions.
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Repwest Insurance Company is looking for a full-time Claims Clerk for our office in Omaha, NE Location. Order police reports from various jurisdictions for claims. Upload new mail and e-mails into the claims file electronically.
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As a Finance Specialist you will be given the opportunity to build relationships with the senior finance leadership and will complete three developmental rotations over a 36 month period through Internal Controls, Financial Reporting, Financial Planning & Analysis, Rates and Government Compliance.
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General Dynamics Mission Systems has an immediate opening for an entry level Finance Specialist. General Dynamics Mission Systems has an immediate opening for an entry level Finance Specialist.
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The Noxious Weed Specialist must be independent, organized, self-motivated, flexible, and detailed. The ideal candidate will have an interest in invasive plant management, native plant habitat restoration, or plant science.
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Deliver specialist level service in area of technical expertise (eg: risk evaluation, management consulting, strategy development, training) to meet needs of underwriting or customer. Specialties can include Customer Training, Inland Marine, Industrial Hygiene, Ergonomics, Construction, Transportation Safety, Workers Compensation Cost Containment, Ocean Marine, Liability, and Products Safety.
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The Early Intervention Specialist (EIS) provides comprehensive assessments, interventions and support for children birth to 3 years old with developmental delays or disabilities. Work one on one and as part of a team with kids or adults with mental illness, developmental disabilities, HIV or substance abuse diagnoses, assist from behind the scenes in any one of our administrative departments, or provide necessary support for the direct care staff.
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Specialist II, Neurosurgery. B. Braun Medical Inc., a leader in infusion therapy and pain management, develops, manufactures, and markets innovative medical products and services to the healthcare industry.
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Auto-Owners Insurance, a top-rated insurance carrier, is seeking a motivated claims trainee to join our team. This job handles entry-level insurance claims under close supervision through the life-cycle of a claim including but not limited to: investigation, evaluation, and claim resolution.
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Act as a mentor for junior team members (i.e., Data Specialist and Advisory Specialist roles), including being a “buddy” for new hires when assigned. Diligent is the global leader in modern governance, providing SaaS solutions across governance, risk, compliance, audit and ESG. Empowering more than 1 million users and 700,000 board members and leaders with a holistic view of their organization’s GRC practices so they can make better decisions, faster.
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The hiring range for this position is BSA Specialist I, $21.95 to 28.31 per hour, BSA Specialist II, $24.75 to $33.10 per hour. BSA Specialist II. BSA Specialist I. Follow BSA/AML policy, procedure and FFIEC Guidance to ensure compliance with laws and regulations relating to BSA, US Patriot Act, OFAC, Fact ACT, and Elder Justice Act.
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ARRT-R Radiography (ARRT-R), Cert Cardiac Device Spec (CCDS), Cert EP Specialist (CEPS), Medical Radiologic Tech (MRT), Reg Cardio Electrophysiology (RCES), Reg Cardiovascular Invasive Sp (RCIS): Must meet one of the following:American Registry of Radiologic Tech(ARRT-R) and MRTnthru TX Medical Board, or Cardio Invasive Spec(RCIS), or Reg Cardiac Electro Spec(RCES), or Cert Electro Spec(CEPS), or Cert Cardiac Device Spec (CCDS.
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Title: claims specialist Company: Optim Health System
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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.
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.