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Understand the philosophy and support the model of care at HRC required. If acting in the capacity of charge nurse, may develop patient care assignments (appointing other staff, RN, LPN or PCA to implement an established care plan for a designated period of work time), create schedules, and contribute to performance evaluations and educating other staff on HSL policy and procedure.
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Collaborates with other members of the clinical support team (MD, NP, nurses, social worker, therapists, dietician) to meet the clinical needs of the resident and monitor outcomes of care. Initiate necessary reports including DPH, incident reports, concern resolutions.
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Serves as a coach and mentor to all staff, i.e. Nursing/Resident assistants and LPNs. Delegates and supervises clinical care delivered by the licensed practical nurse and the nursing assistant. In addition, the RN will demonstrate a strong commitment to the philosophy and mission of Orchard Cove and recognize resident's dignity and choice in all aspects of daily life.
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HRC Store Sales Associates support the LGBTQ rights movement in a fun retail environment. The ideal candidate will possess great communication skills, enjoy working with people and be knowledgeable about the LGBTQ equal rights movement and the work of HRC. At least 1-2 years of consistent retail or organizing experience is preferred.
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Required Qualifications Graduate of approved school of nursing required; BSN preferred Current Massachusetts license as an R.N. in good standing Previous experience preferred Understand the philosophy and support the model of care at HRC required Must be professional, proactive, collaborative, conscientious and results-oriented individual.
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Represents BPHC and HRC at meetings, health fairs and conferences as requested. Functions according to all protocols and policies of HRC. Works closely with other HRC staff. Functioning as a Health Educator, as a member of a multidisciplinary team, providing health education to adolescents in school and community based settings including but not limited to healthy sexuality, prevention of STIs and unplanned pregnancy, substance/alcohol/tobacco prevention, and emotional well being.
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Manage military personnel (enlisted/officer) strength within the organization, coordinating with subordinate organizations/activities, the installation military personnel division, higher headquarters, and the U.S. Army Human Resources Command (HRC.
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What we are looking forMinimum of 10 years relevant business experience, ideally within human resources, insurance, asset management, or financial services; experience in or knowledge of Manulife’s HRC practices and routines.
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Present Level II Behavior Plans to the Metro Region Peer Review Committee, as needed; and all Behavior Plans to the HRC. The BA will provide Clinical Supports to Individuals in Residential and Day/Employment Programs by conducting Functional Behavior Assessments (FBA), writing Behavior Plans, providing Clinical trainings, and modeling interaction skills consistent with Positive Behavioral Supports (PBS.
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DMI, LLCis seekinga Technical Writer to add to our Enterprise Analytics and Systems Support Services (EASSS) team in support of Human Resources Command (HRC) Enterprise Modernization Directorate (EMoD.
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FEATURED BLOG POSTS
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.
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.