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Under the general direction of the MassHealth Chief Medical Officer, or designee, the Program Manager for MassHealth Health Equity Programs works directly with MassHealth Program and Office of Clinical Affairs leadership to manage health equity measurement and value-based care initiatives for MassHealth programs.
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Overview The Cell Therapy GXP Educational Program Director is a key leadership position that will develop and implement the Cell Therapy GXP Workforce Training Program (WTP) within Dana-Farber Cancer Institute.
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As part of the evolution of athenahealth's Corporate Social Responsibility (CSR) program, we've selected nonprofit partners that align with our purpose and let us foster long-term partnerships for charitable giving, employee volunteerism, insight sharing, collaboration, and cross-team engagement.
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Our Leadership Development Program is built upon a strong foundation in Finance, Product Development & Innovation, Supply Chain & Operations, Marketing, People, and Sales & Business Development.
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In addition, you will represent BHCHP’s OneCare program and advocate for our patients at various Commonwealth Care Alliance (CCA) meetings in Massachusetts including leadership and clinical meetings.
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The Program Manager, Healthcare System Preparedness is responsible for overseeing program and project management of the Boston HPC on behalf of BPHC. The Program Manager leads the recruitment and engagement of the Boston HPC members, and leads the development and completion of initiatives set forth by the Boston HPC Executive Committee and various project specific working groups.
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Assist with the following projects and tasks: Development and implementation of standards to monitor and evaluate MFP Demonstration activities as they relate to Frail Elder Waiver, Home Care Program, Community Transition Liaison Program, and Aging Services Access Points (ASAPs), with a goal of ensuring equitable and high-quality service delivery.
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We’re looking for a community organizer, technology instructor, and intergenerational enthusiast to join our lean team and build a city-wide intergenerational training program for older adults living in public/affordable housing.
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Remain in regular communication with service providers from other agencies, including Metro Housing Boston and agencies with a high rate of referral for Housing Search services, including Boston Health Care for the Homeless Program.
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Minimum 1year of experience working as a program/project manager or equivalent experience in consulting, quality measurement, quality improvement, patient safety, patient experience, clinical compliance and risk management.
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This position supports the mission of the Spiritual Life Center through program development and implementation, student leadership training, and organizing interfaith engagement opportunities. · Work with Director to lead the Interfaith Fellows program, a cohort of 10 undergraduates who learn appreciative knowledge of world religions, experience multi faith community, and gain leadership skills as DEI interfaith bridgebuilders.
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Essential Duties and Functions: Leadership, Staff Management and Organizational Strategy Supervises program staff maintains an organizational culture and services where professionalism, quality care, employee engagement and empowerment, and services that further RHD's values are recognized and rewarded.
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Join us as Program Assistant/Data Specialist creating a supportive and enriching environment for our community. Program Assistant/Data Specialist. Assist in conducting outreach, scheduling information sessions, and providing general support to the program, as needed.
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Assists Education Program Manager with maintaining and monitoring trainee education, employment files and training documentation for the Department and in accordance with hospital and GME records retention policies.
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Pega’s Return-to-Work program is a 16-week paid Returnship for experienced professionals who have at least 5 years of experience and are returning to the workforce after taking a career hiatus.
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Title: program Company: Boys Girls Clubs Of King County in Brookline, MA
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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).