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LifeStance is a national provider of mental healthcare services focused on evidenced-based, medically driven treatment services for children, adolescents and adults suffering from a variety of mental health issues in an outpatient care setting, both in-person at its clinics nationwide and through its digital health telemedicine offering.
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This person is accountable for providing substance use disorder and/or mental health evaluations and treatment, including, insurance authorizations, intakes, individual therapy, group therapy, family therapy, case-management, drug/alcohol/infectious disease/nicotine cessation education, as well as respond to inquiries, follow-up and other duties as they relate to the client, consultation and referral sources, and family members.
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Resource Referral and Coordination : Connect clients with essential resources, such as emergency shelter, food, healthcare, mental health services, substance abuse treatment, and employment support.
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WISH: Knowledge of maternal and women¿s health issues, particularly perinatal mood disorders, Depression, Anxiety, domestic abuse issues, and how mental health affects women throughout the reproductive years.
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A SAC-IT, SAC, or CSAC required in WI. A substance abuse specialty authorization applicable to the state hired in is required. Obtain necessary consent for release of records to access information that will assist in providing treatment or facilitating discharge, including coordination with referents and other mental health treatment providers.
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The OSAR (Outreach, Screening, Assessment, and Referral) Substance Abuse Counselor conducts daily screenings, either face-to-face or telephonically, for clients seeking Substance Use Disorder (SUD) treatment and makes appropriate referrals for services such as SUD treatment, mental health treatment, medical services, recovery support services, HIV/TB/STD testing, Tobacco Cessation, and all other appropriate referrals per client needs.
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JOB OVERVIEW: We are seeking a full-time bilingual (Spanish/English) substance abuse and mental health therapist to provide clinical treatment to PTR participants. The program is funded by Community Behavioral Health (CBH) and Behavioral Health Special Initiative (BHSI) for Philadelphia residents with co-occurring substance use and mental health challenges.
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Four Year College Degree; At least a bachelor's degree in human services or related field with three years of supervisory experience and three years of experience working in Mental Health (MH), Intellectual Disabilities (ID), or Substance Abuse (SA) Residential field.
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The Substance Abuse Therapist will facilitate IOP, SOP, & Aftercare groups, using the agency Substance Abuse Program curriculum, which consists of a comprehensive, structured, step-down group program, and can also include individual and/or family therapy, as needed.
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Assist with various client clinical issues, including but are not limited to: all mental health/psychiatric diagnoses; marital and family distress; workplace conflicts; substance abuse; domestic violence; and bereavement.
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Unrestricted Mental Health license as a Licensed Clinical Social Worker (LCSW), Licensed Professional Counselor (LPC), or Licensed Marriage and Family Therapist (LMFT) with the Wisconsin Department of Safety and Professional Services (DSPS), or license eligible in the State of Wisconsin.
$66,300 - $92,700 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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The Psychiatric & Mental Health Nurse Practitioner (PMHNP) will focus on providing high quality, holistic patient care as part of an integrated healthcare team. Holds a Psychiatric-Mental Health Nurse Practitioner-Board Certified (PMHNP BC) credential.
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Child First has been recognized as an evidence-based home visiting model by the U.S. Department of Health and Human Services (HHS) under the Maternal, Infant, and Early Childhood Home Visiting (MIECHV) Program and rated “Effective” by the National Registry for Effective Programs and Practice (NREPP) of the Substance Abuse and Mental Health Service Administration (SAMHSA.
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Must have knowledge of human services programs, regulations and operations, including those from each county agency: Children, Youth and Families, Juvenile Probation and Mental Health/Substance Abuse.
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Maintain a liaison with community services including hospitals, substance abuse treatment programs, HRA, and mental health programs. Knowledge of benefits in the New York City Metro area, HIV/AIDS, psychiatric diagnoses, substance abuse, and mental health issues.
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health services substance abuse mental jobs Company: Pinnacle Treatment Centers in Wailuku, Hawaii
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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.
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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.
Hiring Transparency
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.