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The Default FHA Claims QA Analyst II will work under moderate supervision, responsible for reviewing FHA mortgage insurance claims for accuracy and submitting the claim form for filing. Understanding of the default servicing process, to include Foreclosure, Bankruptcy, Loss Mitigation and Claims process.
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Work with Investment Department on legal aspects of real-estate-owned properties; negotiate, review, and draft leases, management agreements, and title insurance documents; handle problems which occur in day-to-day operation of REO properties, and review, revise, and/or draft documentation necessary for SFB to acquire or dispose of any interest in real property, personality, or securities.
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AIS Healthcare offers great benefits, including health, vision and dental insurance, long term disability insurance, life insurance, a vacation package, 401K plan with a generous employer match, hybrid office/work from home opportunity, growth, and more.
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All-star, Earvin “Magic” Johnson’s brand with Sodexo’s extensive portfolio of quality-of-life. With benefits including schedules that encourage work-life balance and continuing education opportunities, you’ll enjoy an improved quality of life that’s unique in the hospitality industry.
$150ExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Eligible to elect other voluntary benefits including: Group Auto Insurance, Group Home Insurance, Pet Insurance, Legal Assistance, Identity Theft Protection, FSA, Accident Insurance, Critical Illness Insurance, and additional life insurance coverages.
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Every day at Disney Cruise Line we take pride in bringing the magic of Disney to life. Every day at Disney Cruise Line we take pride in bringing the magic of Disney to life. Disney Cruise Line.
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Work-life balance : Enjoy weekends off and work a set schedule Monday-Friday. We design our health, insurance, retirement, educational, and well-being programs to ensure quality, value, and financial protection to help you and your family live well.
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Transferable Experience: Autobody tech, Vehicle Inspector, Insurance Adjuster, auto appraiser. Automotive expertise: Previous experience as an Auto Inspector, Insurance Adjuster or similar roles is essential.
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Diverse programming to expand your experience HealthStream online learning catalogue with plenty of free CEU courses Competitive Compensation & Generous Paid Time Off Excellent Medical, Dental, Vision and Prescription Drug Plans (K) with company match and discounted stock plan Pet Insurance Qualifications Minimum: Master's Degree from an accredited college or university in related field and two years’ experience in an in-patient psychiatric setting.
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Juris Doctor degree preferred, but may substitute bachelor’s degree in risk finance, business administration, risk management, insurance or a directly related field and a minimum of 10 or more years’ experience related to management/oversight of a Workers Compensation or Claims Management programs.
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Certifications, Licenses Or Registration Required: Basic Cardiac Life Support (BCLS) Certification Or Cardiopulmonary Resuscitation (CPR), Registered Polysomnographic Technologist (RPSGT) - Board Of Registered Polysomnographic Technologists or Registered Sleep Technologist (RST) - American Board of Sleep Medicine.
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UTRGV has provided me with the necessary tools to be more successful both in my career and in life. The Master of Science in Criminal Justice from UTRGV gives graduate the opportunity for career advancement opportunities in the criminal justice field.
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Experience in Risk Control with a property/casualty insurance carrier or experience working as a Safety/Risk Management professional. NFP is a seven-time Best Places to Work award winner in Business Insurance who has also earned the 5-Star Diversity, Equity and Inclusion (DEI) award from Insurance Business magazine and the WORK180 employer endorsement.
$85,000 - $115,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Background and/or knowledge in Enovia (product life cycle management), Oracle, MFG/Pro, Cognos and other equivalent ERP / MRP software packages. Background and/or knowledge in Enovia (product life cycle management), Oracle, MFG/Pro, Cognos and other equivalent ERP / MRP software packages.
$91,500.03 - $134,200.05 a yearFull-timeExpandApply NowActive JobUpdated 26 days ago - UpvoteDownvoteShare Job
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Finance, business administration, economics, accounting, insurance, engineering, mathematics, banking and credit, law, real estate operations, statistics, or other fields related to the position, such as agriculture, agricultural economics, farm, livestock or ranch management, or rural sociology.
ExpandApply NowActive JobUpdated 27 days ago
compensation life insurance jobs Title: material handler in Jackson, MS
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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?
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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.
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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.