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Prairie Gate senior living community in Council Bluffs, Iowa, is one of Presbyterian Homes & Services newest communities. There are over 7,500 team members like you at PHS, serving more than 26,000 older adults through 60+ PHS-affiliated senior living communities in Minnesota, Iowa and Wisconsin, and through Optage and other community services.
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Certified medical laboratory scientist by the American Society of Clinical Pathologists MLS(ASCP), American Medical Technologist (AMT) or equivalent within 12 months eligibility/graduation required.
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The Field Safety Manager will report to the Senior Manager of US Safety West to lead a diverse, field-based team of safety professionals that support the safe execution of work throughout our American Gulf, Upland Prairie and Pacific Mountain regions which traverse our Western US Assets in TX, OK, KS, MO, IA, IL, MN, SD, ND, MT, WY, WA, OR, CA, NV, LA, MS, TN, KY and IN.
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Medical Laboratory Scientist (MLS) / Medical Technologist (MT) / Clinical Laboratory Scientist (CLS) / Medical Laboratory Technician (MLT) with 4+ years of relevant clinical laboratory experience.
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American Institute of Certified Planners (AICP), Professional Wetland Scientist (PWS), Certified Environmental Scientist (CES), Geographic Information Systems Professional (GISP), or similar.
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But working at Bristol Myers Squibb is anything but usual.
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About the RoleThe Senior Merchant is an experienced commodity trader with developed trade skills. A Senior Merchant builds deep customer relationships with both the buyer and seller. The Senior Merchant plays a critical role in mentoring and guiding other Merchandisers on the team.
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Burns & McDonnell is seeking an assistant environmental scientist with an emphasis in wetland delineation and permitting for its Omaha, Nebraska location. B.S. or M.S. in environmental science, wetland ecology, wildlife biology, or related field required.
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The Director of Senior Living Sales is responsible for expanding and maintaining business and referral relationships for Hillcrest Highlands of Gretna, specifically sales, admissions, meeting census goals in the Garden Homes and the Highlands Independent Living, Assisted Living and Memory Care.
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OR Clinical Laboratory Scientist certified by the National Credentialing Agency (CLS (NCA. Shift:Second Shift (United States of America)Medical Lab Scientist - Blood Bank Position Highlights: Nebraska Medicine is now taking applications for a talented individual to join us as a Medical Lab Scientist for the Blood Bank. This role will be great for someone that has a passion for lab and great customer service for our patients we serve.
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LAB Division: MLT, LT, Clinical Lab Scientist, Histology Tech, Cyto Tech, Phlebotomist. Imaging Division: Rad Tech, CT Tech, MRI Tech, Ultra Sound Tech, Nuc Med Tech, US ñ Gen/Vasc, LAB Division: MLT, LT, Clinical Lab Scientist, Histology Tech, Cyto Tech, Phlebotomist.
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The Senior Engineer of Compliance is responsible for the administration, analysis, development and oversight of internal programs and processes to ensure compliance with the North American Electric Reliability Corporation (NERC) and Midwest Reliability Organization (MRO) Reliability Standards, policies and procedures.
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US - Vasc , US - High Risk, Echo Techs Sonographer, Echo Tech, Vascular Tech. RN Specialties: ICU, CVICU, PICU, NICU, PCU, ER, Tele, Med Surg, OR, Endo Cath Lab, LDRP, PACU, Dialysis, Case Manager, Home Health, Hospice, Respiratory Therapy.
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As NFM’s Data Scientist III you will utilize data mining techniques, statistical analysis, and build high quality prediction systems integrated with our products to support Nebraska Furniture Mart operations, sales, and leadership.
$82,941 a yearFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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HDR is currently seeking a Senior Lighting Designer for our Building Engineering Services Business Group located in Omaha, Nebraska. SketchUp, 3DS Max, Adobe Photoshop, Adobe InDesign, Rhino, Grasshopper, DIVA, iRay, Lumion.
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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.
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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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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).