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If you would like to be considered for employment opportunities with Accenture and have accommodation needs for a disability or religious observance, please call us toll free at [redacted], send us an email or speak with your recruiter.
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And third-party applications., Prior work experience using technology packages such as SAP, Workday, Infor, and Coupa based on business requirements., Prior work experience writing functional specifications and test scripts., We value candidates with a background in creating inclusive digital experiences, demonstrating knowledge in implementing Web Content Accessibility Guidelines (WCAG) 2.2 AA standards, assistive technologies, and integrating digital accessibility seamlessly.
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At least 1 year experience as a pharmacist in a retail setting including prescription filling and verification, records and legal compliance, pharmacy operations, pharmacy software and technology systems and insurance.
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Corporate/law firm paralegal or other relevant in-house legal, compliance or records management experience preferred. Description :Position: Legal Program Manager/ParalegalReporting to: AWE LegalLocation: Bentonville, Arkansas (Onsite)About the PositionThe Legal Program Manager/Paralegal position will support the internal AWE legal team with legal and regulatory research, data compilation and analysis, legal document drafting, contract management system (CMS) management, and stakeholder communication.
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Additional Optional Insurance such as Pet Insurance, Legal Assistance, Critical Illness, Home and Auto Insurance to name a few. Experience with Microsoft Office and ERP system such as Solar Eclipse.
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And with more than 1,000 specialized recruiters and in-house licensing, credentialing, travel, and legal teams, we can take care of all the details, whatever the position. Our company dates back to 1979, when two physicians created the locum tenens industry as a way to meet the needs of rural hospitals in desperate need of healthcare professionals.
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In addition to salary, PepsiCo offers a comprehensive benefits package to support our employees and their families, subject to elections and eligibility: Medical, Dental, Vision, Disability, Health, and Dependent Care Reimbursement Accounts, Employee Assistance Program (EAP), Insurance (Accident, Group Legal, Life), Defined Contribution Retirement Plan.
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Hands-on experience examining official documents, deeds, and land titles in preparation of legal descriptions on an as needed basis. Our services include Construction Services, Energy, Environmental, Geographic Information Systems, Intelligent Transportation Systems, Land and Site Development, Planning and Landscape Architecture, MEP Engineering, Public Works, Right of Way, Structural Engineering, Subsurface Utility Engineering/Utility Coordination, Surveying, Transportation, Water Resources and Water/Wastewater.
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Ensure systems integrations with NetSuite are built for scale to align with the growth of the company while maintaining accuracy and completeness of data flowing into NetSuite from our e-commerce platform, fulfillment center, and other third-party systems.
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The Legal Program Manager/Paralegal position will support the internal AWE legal team with legal and regulatory research, data compilation and analysis, legal document drafting, contract management system (CMS) management, and stakeholder communication.
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Ability to interact and supervise third party subcontract vendors and nonprofit organizations working in a concession-stand or vending location. The economic opportunity is unparalleled, but so is the lifestyle see: 400-plus miles of mountain biking trails and paved pathways, a thriving arts community complete with world-class performing arts center and museums, a legitimate beer and food scene, and live music to enjoy.
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Portfolio managers, credit, closing, document preparation, loan operations, legal, and loan review—to maintain a portfolio, efficiently and effectively close loans, provide excellent client service, and develop other associates within the commercial banking and credit areas.
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In order to be successful in that endeavor they need to not only deploy EPIC in Azure, but also provide the integration for EPIC with various multiple internal systems like 3rd party vendor-provided medical hardware, EMPI, phone system, etc.
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Act as an engagement manager across all aspects of ServiceNow ESM and GBS (HR Service Delivery, Field Service Management, Workplace Service Delivery, Customer Service Management, Procurement, Legal Service Delivery) engagements and solution delivery, including but not limited to engagement management, design, configuration/development, testing and deployment phases.
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Employee Assistance Program (EAP) at no cost – services include telephonic counseling sessions, consultation on legal and financial matters, emotional well-being, family and caregiving. We’re the largest podcast publisher, with more monthly downloads than the second- and third-largest podcast publishers combined.
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legal third jobs Company: Accenture in Bentonville, AR
FEATURED BLOG POSTS
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.