- UpvoteDownvoteShare Job
- Suggest Revision
Including meeting regularly with appropriate stakeholders that intersect with post-acute and Care at Home performance, such as hospital care management, ambulatory care management, value-based care programs leads, health plans, geriatric programs, etc.
ExpandApply NowActive JobUpdated 9 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Knowledge of balance sheet management, asset liability management (ALM), funds transfer pricing (FTP), capital management, financial performance management and hedging.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Reporting to the SCO Delegated Sites Program Analyst, the Provider Partnerships and Performance Intern is a member of the Delegation Partnerships and Performance Team. The intern will undertake a variety of administrative tasks as well as assist both SCO Delegated Sites and Health Homes teams in daily management of key operational accuracies to include reporting, communications, and the onboarding and offboarding functions for new external partner employees.
InternExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
The HR Analyst will have the opportunity to work across multiple HR areas including talent strategy, performance management and compensation, talent development, employee relations, culture and community, and diversity, equity and inclusion.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Lead a team of Post-Acute Care associates supporting patients in the transitional care unit/skilled nursing facility and post-acute care programs to ensure proactive discharge planning and coordinated care management.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Position Purpose: The Performance Manager oversees the training and field work of the performance team in collaboration with the Sr. Manager of Quality and Risk Adjustment, this position is responsible for the program development, hiring, training and field implementation in physician practices with opportunities for improved quality, risk adjustment and clinical workflow (referral management and population health management) performance.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Data bases (SQL, NoSQL) and Data Platforms (Databricks, Snowflake) Strong skills with Database management, Data modeling and design DevOps and Security CI/CD, Serverless compute, OAuth, SSO, MFA etc.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
RMF, Risk Management Framework, ICD, Information Assurance, IA, IAO, IAT, IAM, A&A, A+, Network+, Security+, Non-classified Internet Protocol Router Network (NIPRNet), Secret Internet Protocol Router Network (SIPRNet), DISA Security Technical Implementation Guides (STIGs), CISSP, CASP.
ExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Product areas include virtual animation workstation service, digital asset management, high performance storage, render farm as a service, license management and production pipeline management services.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Job Description PharmaLex is one of the largest worldwide providers of consulting services in the following focus areas: Quality Management & Compliance; Development Consulting & Scientific Affairs; Regulatory Affairs; and Pharmacovigilance, Epidemiology and Risk Management.
Full-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
Partner with HRRMs, Specialist teams across HR and Finance, managers and employees to lead our team's global and platform-wide collaboration of critical HR processes including the execution of performance management processes, culture and community initiatives, employee engagement analysis, compensation strategy, global relocation and immigration needs, talent development and skill-based development plans, diversity, equity and inclusion, and ad hoc questions.
$80,000 - $180,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
DE performing Asset Liability Management data analysis using SQL Developer and Excel; and developing custom solutions to support trading and investment management, using Business Intelligence tools.
ExpandApply NowActive JobUpdated 11 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Every day, we help thousands of customers achieve their goals around sports performance, pain management, recovery, beauty and overall wellness. Significant performance based commission is offered after initial probationary period.
$17 - $21 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
This role works closely with the Total Rewards team and HRIS on the evolution of annual processes like Performance Management. This includes, consulting with HR Business Partners, colleagues in OD, DEI and Learning, and Business leaders in the areas of talent strategy and plans, senior leadership development and talent management (i.e., succession planning, individual and organizational assessments, career development, and performance management.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Lead the continued development of the metrics and reporting that defines our business performance suite, ensuring it remains relevant and fit for purpose. Lead our to-be-launched Daily and Weekly Business Performance Meetings, helping curate their content with others and ensuring that any actions from these are followed up and delivered.
ExpandApply NowActive JobUpdated 6 days ago
performance management jobs Company: Parexel in Brookline, MA
FEATURED BLOG POSTS
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).
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.