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Communicate and assist the Assistant Director of Residence Life, CARE Team, the Student Conduct Coordinator and other departments on campus in regard to situations that arise in Residence Halls.
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Partner with KMA Senior Management and VP of Field Operations and their team to plan and evaluate capital needs for development and expansion of the KMA. Implement and enhance consistent practices to ensure stable service delivery aligned with Regional initiatives and expectations.
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The Director of Sales is responsible for generating top line revenue and the management of all aspects of the Sales Department. The Director of Sales will be responsible for strategically soliciting and developing new accounts and successfully promoting the property.
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In joining The Ritz-Carlton, you join a portfolio of brands with Marriott International. The Gold Standards are the foundation of The Ritz-Carlton and are what guides us each day to be better than the next.
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Your role will be to ensure that the "Gold Standards" of The Ritz-Carlton are delivered graciously and thoughtfully every day. Job DescriptionJOB SUMMARYResponsible for communicating the concept of Total Quality Management through advising, coaching, training, and facilitating.
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Personal time off (PTO) is subject to Pastor’s prior approval; Director of Music is responsible for finding substitute. Church Music Director Job Description. Oversight of the Choral Scholar Program.
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Supervise, orient, train, evaluate, and counsel department employees to improve their job performance and to maintain high standards of performance and patient quality care, in conjunction with the Regional Director of Operations and Human Resources.
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The Director of Rehabilitation (DOR) is responsible for managing and supervising the rehabilitation department to meet resident needs, the companys fiscal requirements, and federal and state regulations.
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Director of Rehabilitation. Two (2) years of experience as a Physical Therapist, Physical Therapist Assistant, Occupational Therapist, Occupational Therapy Assistant, Speech-Language Pathologist Therapist, or Rehab Tech.
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Must hold a current and active license as one of the following: Physical Therapist, Physical Therapist Assistant, Occupational Therapist, Occupational Therapy Assistant, or Speech-Language Pathologist; if the person is a therapist.
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The DOR will achieve specific patient care, employee relations, customer service, and financial objectives through strong leadership and effective management of staff, customers, and referral sources.
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Ensure timely and accurate reporting of MDS information. As a Reliant therapist, you also have the opportunity to advance your career through our continuing education platform, climbing our clinical ladder and utilizing the opportunity to serve with others who are working at the top of their discipline.
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The ideal candidate will be a highly skilled musician and choir director capable of leading a robust choral program of adults and children; have excellent interpersonal, organizational, leadership, and communication skills; be excited about working collaboratively with staff, clergy, lay leaders, and parishioners; and be committed to fostering a high-quality music ministry that is well-integrated with all aspects of St. John’s mission.
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We also have a team of clinicians who provide continuing training, as well as systems and proven protocols to help ensure everyone is providing therapy in the most effective way for the patients and the most compliant way to help ensure our SNF partners are covered.
$62,400 - $93,600 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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In addition to the management of the company-owned pharmacies, the position oversees the management of the 340B program, contract pharmacies, pharmacy supply chain management, revenue integrity, and billing & charge master management.
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Title: director of field Company: Samford University
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.