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A valid unrestricted license as a Licensed Clinical Social Worker (LCSW), Licensed Marriage and Family Therapist (LMFT), Licensed Independent Substance Abuse Counselor (LISAC), or Licensed Professional Counselor (LPC.
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Behavioral Health Unit (BHU), the Peer Support Specialist responds, along with a licensed clinician, to individuals experiencing a mental health or substance use concern, via the City of Phoenix 911 Dispatch Center.
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Strengthens partnerships with agencies that serve groups at higher risk of suicide, such as military families, those impacted by substance abuse, foster care, juvenile justice, Native American, Latino/Hispanic, and LGBTQ populations.
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Specialties: General Mental Health, Intensive Outpatient Substance Abuse (IOPSA), Opioid Treatment Program (OTP), Dialectical Behavior Therapy (DBT), School-Based, SMI. Master's degree in a counseling related field is required (professional counseling, marriage and family therapy, social work, counseling psychology, substance abuse counseling.
$56,000 - $72,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Maricopa Employee Health & Wellness Program: Sight-On-Site Eye Care Services Diabetes Empowerment Education Program Mobile On-site Mammography Screenings Employee Assistance Program (EAP) Wondr online program that teaches clinically-proven, healthy habits that lead to less stress, better sleep, weight loss, and more Pre-Retirement Events.
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As part of the Phoenix Behavioral Health Unit (BHU), the Peer Support Specialist responds, along with a licensed clinician, to individuals experiencing a mental health or substance use concern, via the City of Phoenix 911 Dispatch Center.
TemporaryExpandApply NowActive JobUpdated 15 days ago - UpvoteDownvoteShare Job
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We provide quality mental health care to individuals, couples, and families, empowering them to live happier, healthier lives. Conduct comprehensive assessments and develop personalized treatment plans for clients, including diagnosing mental health disorders and establishing therapeutic goals.
Full-timeRemoteExpandApply NowActive JobUpdated 21 days ago - UpvoteDownvoteShare Job
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We'd love to see you apply if you have these preferred qualifications too:You actively hold a license from the Arizona Board of Behavioral Health Examiners (i.e. Licensed Master of Social Work (LMSW), Licensed Associate Counselor (LAC), Licensed Associate Marriage and Family (LAMFT) or Licensed Associate Substance Abuse Counselor (LASAC.
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Ongoing case management with a focus on screening and making appropriate referrals to address child's needs in the following domains: Placement issues, safety issues, education, health, mental health, legal/immigration proceedings, substance abuse, independent living, criminal/juvenile justice, and child enrichment activities.
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High School/GED and a minimum of 3 years of experience behavioral health (BH) field, including working with multi-problem families in the field of substance abuse, child welfare, or.
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CBI is the premiere non-profit fully integrated healthcare provider of substance use and behavioral health programs in Arizona, including prevention, education and treatment using cutting-edge, nationally recognized, evidence-based models.
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Clinical Assessor is a Behavioral Health Technician (BHT) who has been credentialed and privileged by the designated RBHA or is a licensed professional who is responsible for conducting the initial screening, intake, and assessment with any individual who is referred to CBI for outpatient services.
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Knowledge of evidence-supported practices such as cognitive behavioral therapy, cognitive enhancement therapy, supportive therapy and motivational interviewing, substance abuse, trauma-informed care, and other modalities specific to integrated care settings.
$68,307 - $100,755 a yearFull-timeExpandApply NowActive JobUpdated 25 days ago - UpvoteDownvoteShare Job
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What You’ll Need Must be eligible for Qualified Mental Health Professional (QMHP) registration. If not already registered as a QMHP through the Mental Health & Addiction Certification Board of Oregon (MHACBO), we will assist you in registering within 30 days of hire.
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In addition to the core Lyra Care Therapist role working with diverse mental health presentations (80% of caseload), we are looking for therapists with prior addiction treatment experience to work in our interdisciplinary team providing specialized substance use support (20% of caseload.
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mental health substance abuse jobs Company: Federal Bureau Of Prisons Career Connections in Phoenix, East-hartford, Connecticut
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.