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If BSN must have current or compact RN licensure in state of NC. CASE MANAGER Job Level: G2 Duke is an Affirmative Action/Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status.
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Jump-start your career as a(an) RN Case Manager today with HCA Florida Mercy Hospital. If you are looking for an opportunity that provides satisfaction and personal growth, we encourage you to apply for our RN Case Manager opening.
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Telephonic" Nurse Case Manager II Location: This is a virtual position. The "Telephonic" Nurse Case Manager II is responsible for performing care management within the scope of licensure for members with complex and chronic care needs by assessing, developing, implementing, coordinating, monitoring, and evaluating care plans designed to optimize member health care across the care continuum.
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We are searching for a Full Time RN Case Manager to provide support to Home Health patients. Report directly to the Administrator, Executive Director or Patient Care Manager Senior and will maintain primary control and professional management of each patient.
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Certification as a Case Manager is preferred. Minimum 2 years "telephonic" Case Management experience with a Managed Care Company preferred. Unless specified as primarily virtual by the hiring manager, associates are required to work at an Elevance Health location at least once per week, and potentially several times per week.
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Dr. Thomas Frist, Sr. HCA Healthcare Co-Founder If you are looking for an opportunity that provides satisfaction and personal growth, we encourage you to apply for our Case Manager RN PRN opening.
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In tandem with other members of the VOA Home team, the Case Manager will assist clients in accessing medical and mental health services, emergency and long-term housing, substance abuse services, and social services.
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The goal of the SSVF Income Maximization Case Manager is to assist veterans in ending their housing crisis, enhance their independent living skills by providing supportive services and education, connect them with community resources, and empower them to maintain long-term housing stability and self-sufficiency.
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The Registered Nurse Case Manager is responsible and accountable for assessing, triage and developing a plan of care for patients whom, walk in, call in or are referred to the MAT Program at SSTAR. The Registered Nurse Case Manager is responsible for working in collaboration with the MAT Team to assist patients with enrollment into MAT Services, primary care, inpatient, behavioral health, recovery coach services etc.
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The goal of the SSVF Case Manager is to assist veterans in ending their housing crisis, enhance their independent living skills by providing supportive services and education, connect them with community resources, and empower them to maintain long-term housing stability and self-sufficiency.
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Qualifications The Foster Care Case Manager has a master’s degree in social work, sociology, psychology, counseling, or related human services field and two years’ experience working with children and families.
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Premier Health Care facility in Palm Springs, CA is hiring a Registered Nurse Manager for our Case Management Department. To be considered you must be a RN Case Management qualified with five years direct inpatient case management manager experience.
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Case Managers must meet unit performance measures and targets each month, ensuring individuals on their caseload receive the needed services and supports. Case Managers at PermiaCare maintain an assigned caseload of individuals and are responsible for providing required services to each individual, including keeping accurate records and documentation as required and within required timeframes.
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PRSC Case Managers are responsible for working in conjunction with Subcontracted Community Based Transitional, Sober Living and Employment Services providers (CBPs) to assess participant needs and strengths in support of developing and securing permanent, independent or supportive housing, employment and ancillary resources.
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Must have working knowledge of discharge planning, utilization management, case management, performance improvement, and managed care reimbursement. Description Summary: The Care Manager (CM) I works in collaboration with the patient/family, physicians and multidisciplinary team members to ensure patient progression through the continuum of care and to develop a plan of care for each assigned patient from admission through discharge.
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Title: case manager Company: South Oakland Shelter
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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.
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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.