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Administer day-to-day activities of risk management program including collection and review of information needed for renewal of property, liability, umbrella, director & officers, flood, errors & omissions, crime, employment practices, work comp, fiduciary liability builder’s risk coverages.
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Whether pre-op, post-op, sports, motor vehicle, or work comp related. The Physical Therapist hired will work in a dynamic outpatient orthopedic setting to treat patients of all ages with health-related conditions to reduce pain and improve or restore mobility.
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The Director, Payor Relations has responsibility for all payor contracts to ensure optimum reimbursement, value and performance, leveraging strong relationships with payors across all lines of business (e.g., Group health, Work Comp, Medicaid, Medicare Advantage and more.
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We've received recognition as a global Best Places to Work and a recipient of many prestigious awards for diversity, equity, and inclusion, including a DiversityInc® Top 50 Company, Best CEO and company for women, LGBTQ+, multicultural talent, and more.
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Work autonomously as a provider and work alongside nurses, x-ray technicians, and front office specialists to provide the best possible patient care. Perform examinations for workers’ comp, occupational medicine, DOT, sports, wellness, and pre-employment screenings.
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In addition working referrals and authorizations for Surgical cases, FMLA, Work comp, in office procedures. Emphasis on balancing work between hands on clinical and other paperwork flows to support practice operations.
Full-timeExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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Work on various roof types and heights which include but are not limited to steep roofs, metal roofs, comp shingle, tile,calpac, etc. Work in multiple weather conditions which include but are not limited to, wet weather, snow,andextreme heat.
Full-timeExpandApply NowActive JobUpdated 11 days ago - UpvoteDownvoteShare Job
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Associate Engagement/Human Resources - Collaborates with the practice manager on Human Resource functions related to associates to ensure continued quality, development and retention reflecting the Advocate Experience of creating the best place for associates to work and achieve associate satisfaction scores consistent with AMG goals and standards.
ExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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Knowledge of OSHA, FMLA, ADA, DOT regulations, CDC guidelines, Workman’s Comp Laws if applicable. Work environment includes probability of exposure to adverse, hazardous materials while caring for the sick.
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Schedule: Full-time Work schedule below is subject to change, must be flexible with work hours. American Medical Technologists (AMT) National Center for Competency Testing (NCCT) National Healthcare Association (NHA) American Registry of Medical Assistants (ARMA) also accepted This facility is an equal opportunity employer and complies with federal, state and local anti-discrimination laws, regulations and ordinances.
ExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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Start out as an installer and you can even work your way up to becoming a trainer, an installation manager or regional manager in no time. Onboarding Assistance – we’ll help you obtain general liability and/or workers comp insurance (where applicable.
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ADA, FMLA, Work Comp, etc) ADA, FMLA, Work Comp, etc) Our Goals for Diversity, Equity, and Inclusion. Collects and analyzes HR data and makes recommendations to management. Working directly with business leadership and department management on the development and facilitation of the individual and divisional performance improvement.
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5-7 years of experience and a specialized understanding of Workers Compensation products and portfolio with technical specialist knowledge as well as an understanding of regional/local Work Comp insurance markets and competitor landscape.
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Oversee the work comp and return to work programs, partnering closely with the Human Resources Dept. Required Skills: Minimum of 5 years of related work experience, i.e., Safety Manager or comparable role in construction, utilities and/or pipeline industry.
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Work Comp contracting experience preferred. Manage staff to include selection, work allocation, training, coaching, mentoring, problem resolution, performance evaluation, feedback, and disciplinary action as needed.
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work comp jobs in Lombard, IL
FEATURED BLOG POSTS
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.
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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.