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Reporting to the Trauma Program Manager, the registrar will work closely with all healthcare professionals involved in the care of the pediatric trauma patient to collect, code, and score records related to the patient's history, diagnosis, therapy, and outcome.
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We hire the very best security talent and arm them with the coolest tools and latest tech so they can help our clients build resilience as we create integrated, customized turnkey solutions.
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The Rolls Royce Subcontractor Program Manager supports the P&W (Pratt & Whitney)/RR Subcontractor Integrated Management Team (SIMT) for Production and ECU F135 contracts. The F135 Program Management Office (PMO) team is seeking a qualified candidate to serve as the Rolls Royce Subcontractor Program Manager.
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You can expect to spend time with a Training Manager and Supervising Manager during your training, working various shifts to learn about our company, our retail team, our vendors and our guests.
$47,500 - $54,625 a yearFull-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Infusion, Home Infusion, RN, Registered Nurse, IV Therapy, Home Health, Hospice, ER, Trauma, ICU, Pediatrics, Vascular Access, IV Team, Oncology, PICC, Central Line, Infusion clinic, Ambulatory infusion, Cath lab, Transplant, Case Manager.
$30.39 - $65.66 an hourExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Will work integrally with the vendor project scheduler, Project Director, Business Program Director, and IT Customer Success Manager on ensuring resources stay on track and remain on time for deliverables.
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Experience with managing projects that utilize technologies such as IBM Content Manager (formerly FileNet), Microsoft SharePoint, integration services (e.g., SoftwareAG webMethods, MuleSoft, Dell Boomi, Apache Kafka), and APIs, and their integration into scalable software solutions.
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Dealership management experience is a plus (sales manager, internet sales manager, business development manager, F&I manager, marketing manager, marketing director, parts manager, service manager, fixed operations manager.
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Overview: Hartford Athletic is seeking a Manager, Ticket Operations & Analytics, who is a data-driven decision maker motivated by the process of delivering a fan friendly buying experience after unearthing new sales opportunities.
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The incumbent works under the supervision and direction of the Telecommunications Manager at the Department of Administrative Services/Bureau of Information Technology Solutions (DAS - BITS or BITS) but work is performed in service of the (DCF) The home location will be the DCF Central Office in Hartford with remote offices supported around Connecticut.
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Rushford Center, one of Connecticut’s leading providers of addiction and mental health services, is nationally recognized for delivering outstanding prevention, treatment and recovery programs.
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Works closely with the other agile program leaders such as Delivery Lead, Product Manager, other Release Train Engineers, Solution Train Engineer, System Architect, Product Owner, and/or Scrum Master.
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Tilcon Connecticut Inc. is seeking an experienced project manager for major capex projects at our Connecticut aggregate locations. The project manager will be expected to set deadlines, write project scopes, basis of design, request for quotation, develop work breakdown structures, assign responsibilities, monitor execution, and provide status updates on a frequent basis to company management as well as regional teams.
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Job Description: Reporting to the General Manager at AMK Welding with a line to the corporate Director of Quality, the Quality Manager (QM) will be responsible for the overall leadership, execution, and guidance of the quality assurance teams they manage.
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GZA GeoEnvironmental, Inc. is seeking an experienced Ecologist at the mid or senior level to support our consistently growing Ecological Services team and Design with Nature Initiative primarily focused on projects in Connecticut, New York, and Massachusetts.
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household manager jobs in Hartford, CT
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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.
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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.
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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.