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Licensed in the state of Georgia with one of the following: LPC (Licensed Professional Counselor) LCSW (Licensed Clinical Social Worker) LMFT (Licensed Marriage & Family Therapist Licensed PhD/PsyD APC (Associate Professional Counselor) LMSW (Licensed Master's Social Work) AMFT (Associate Marriage & Family Therapist.
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This role helps to direct and guide participation in research activities for Emory Physical Therapy clinical staff as appropriate. The SPARC Program is the nation's largest sports performance and research center located at the Falcons Flowery Branch Headquarters.
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They practice in a clinical environment that is administered by Nurse Managers and other leaders and is supported through the Wellstar Shared Governance Model. The framework for practice is steered by the Wellstar Professional Practice Model and evidence-based practice and research.
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Acceptable certifying agencies include ASCP, NCA, AMT, AAB, HHS (HEW) One (1) year experience in a clinical laboratory Ability to implement and perform clinical laboratory procedures according to proper standards and regulations.
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MINIMUM QUALIFICATIONSEducation and Experience:Requires a Juris Doctorate degree supplemented by at least three (3) years of previous experience and/or training that includes general law practice, municipal law, employment law, real estate law, contract law, courtroom procedures, legal research, supervision, and personal computer operations; or any equivalent combination of education, training, and experience which provides the requisite knowledge, skills, and abilities for this job.
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LCSW (Licensed Clinical Social Worker) The Clinical Therapist is responsible for performing a wide variety of patient care activities as directed by the Clinical Director. Maintain referent contact weekly or as required by Clinical Director.
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Global Research is building a team of SMEs and LLM/NLP experts to support this. Basic understanding of financial research or some experience in the financial services industry is highly preferred, but not mandatory.
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LAB Division: MLT, LT, Clinical Lab Scientist, Histology Tech, Cyto Tech, Phlebotomist. Imaging Division: Rad Tech, CT Tech, MRI Tech, Ultra Sound Tech, Nuc Med Tech, US Gen/Vasc, LAB Division: MLT, LT, Clinical Lab Scientist, Histology Tech, Cyto Tech, Phlebotomist.
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PhD in a relevant technical field (Biomedical Engineering, Chemistry, Materials Science, other) or Master's degree with two (2) to five (5) years of relevant work experience in an industry setting.
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An active, independent US state board-approved clinical license (e.g., LCPC, LCSW, LMFT, PhD in Clinical Psychology, etc.) Finally, we offer a monthly bonus ($100-$4,000) that is based on the average number of clinical hours spent with clients on the platform per week, with eligibility starting at 3 weekly hours of client engagement.
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Minimum Master's Degree in Behavioral Sciences - Social Work (MSW,) Clinical Social Work (CSW,) Clinical Mental Counseling (CMHC), Marriage and Family Therapist (MFT), Licensed Professional Counselor (LPC) or a related discipline.
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The Corporate Paralegal works closely with the General Counsel and other members of the Legal Team and assists with legal and regulatory research and compliance, responding to subpoenas and other legal inquiries, and drafting policies, procedures, and training materials.
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Must work across multiple time zones as this is global function Key contacts Process Engineering, including existing machine vision development team, Operations and Quality team External Technology Development and Data Annotation Suppliers Qualifications MS or PhD in Computer Science, Engineering, Mathematics or Statistics, with specialization in computer vision and deep learning.
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A Research Scientist to be responsible for leading product research and development projects in support of product line business and overall company objectives. Ph. D. in Chemistry, especially organic chemistry, Polymer Chemistry, or related fields.
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In this role, the mission of the research team is to make Morgan Stanley’s research and its team of analysts available to institutional clients through a research portal website and chat tools including AI-driven chat.
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clinical research phd jobs Company: Emory University in Alpharetta, GA
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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?!
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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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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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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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