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CommonSpirit Health was formed by the alignment of Catholic Health Initiatives (CHI) and Dignity Health. Primary focus of contracting and negotiation support is to ensure the terms and conditions of the payer contract adhere to the CommonSpirit Health Standards and Guidelines, represent industry best practices for Fee for Service and value-based arrangements, and align with operational objectives.
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Proven understanding of SAN and NAS storage infrastructures (Netapp and EMC preferred). 5+ years’ experience with complex Active Directory structures including GPO and GPP Administration is required.
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Coordinate and collaborate with Threat Intelligence and other CDC Analysts and help teams contain or remediate cyber threats and vulnerabilities as needed. Work with Threat Intelligence teams or be able to interpret IOCs and use them efficiently for threat hunting and alerting.
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This position will provide support to the project/business owners for capital budget reporting and project controls. Provide support to auditors examining fixed assets and the fixed asset/capital expenditure process.
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OverviewCommonSpirit Health was formed by the alignment of Catholic Health Initiatives (CHI) and Dignity Health. The role will be vital in the digital transformation and delivery of virtual care for CommonSpirit Health.
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0-2 years experience in data analysis and data solutions in GCP technologies like BigQuery, Dataflow , Composer, Vertex AI. 0-2 years experience in cloud technologies like GCP, AWS or Azure. With more than 700 care sites across the U.S. from clinics and hospitals to home-based care and virtual care services CommonSpirit is accessible to nearly one out of every four U.S. residents.
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The Principal role understands the strategic direction of both IT and CommonSpirit Health and work closely with other Principals to ensure consistency of support for enterprise initiatives. IT EPIC Principal Application Analyst, Research and Genomics.
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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.
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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.
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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?
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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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