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We’re looking for an exceptional lawyer who, reporting to the Deputy General Counsel, can independently lead legal negotiation and drafting of enterprise contracts with insurance carriers and other business partners.
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5+ years of related experience, including investment (and/or investment-related experience) as a paralegal/legal assistant in a law firm, endowment/private foundation, or investment firm setting.
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INDG provides users with fast access to legal content and analysis, practice tools, company information and market intelligence through advanced search & analytic capabilities. Legal authorization to work in the US without visa sponsorship now and in the future.
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7+ years of experience in the following: Digital Asset Management (DAM), Content Management System (CMS), Medical, Legal & Regulatory (MLR) review. 7+ years of experience in the following: Digital Asset Management (DAM), Content Management System (CMS), Medical, Legal & Regulatory (MLR) review.
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A Juris Doctor from a recognized, accredited law school and licensed to practice in New Jersey or in at least one other state with eligibility to apply for limited New Jersey in-house counsel legal license.
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5+ years experience working within the operational or legal division of a P&C auto insurance organization's subrogation and/or salvage department(s) PeopleShare is seeking a Subrogation Manager in Princeton, NJ for a growing auto insurance company.
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Act as legal expert with specialized knowledge of relevant business sub-group to provide proactive legal counsel. Genmab is looking for a Director, Legal Counsel to be part of our existing Legal team.
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The Senior Manager will work closely with the US Tax Teams and other departments, including finance, treasury and legal, and will play a key role in shaping the company's state and local tax strategy.
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Paralegal support includes but is not limited to drafting, reviewing and negotiating contracts (in English and Spanish) under attorney supervision, effectively communicating and building strong business relationships with internal clients in order to understand business objectives and identify issues to assist attorneys in providing value-added legal counsel, track and manage contract negotiations under attorney supervision, and other projects in support of the legal department objectives.
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Partners closely with members of the Market Access account team, Market Access Strategy team, Pricing Committee, Brand Marketing, Market Access Insights, Government Contracts & Operations (GC&O) and Rebate Operations & Insights (ROI) and Legal.
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Ability to review and interpret contracts, legal documents, and medical records. Notifies all potential parties, legal representatives, and insurance companies of our subrogation interest.
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Overview This position of Legal Administrative Coordinator (LAC) provides administrative and legal support to the attorneys in the Office of the General Counsel (OGC). Backup to the Executive Assistant and Office Manager supporting the Vice President and General CounselProvide backup support to other members of the administrative team who are on vacation or leave.
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The Manager acts as a key business partner with Operating Company Business Leaders, Regional Process Owners, legal, sales management, compliance and other internal business partners in assessing and executing the operationalization of rebate strategies associated with complex customer contracts.
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EisnerAmper is seeking a Tax Senior Manager to join the Private Client Services (PCS) practice. CPA or IRS Enrolled Agent Certification required. Possess comprehensive knowledge of hedge fund K-1 treatment, as well as a working understanding of trusts, estates, gifts, and charitable entities.
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Combination Product Quality Manager is a position within the Global Quality Management department. Partner with Global Product Safety and Pharmacovigilance to assess complaint and AEs for the potential correlation to a device malfunction resulting in the need for MDR reporting.
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legal job Title: manager Company: Tesla in Montgomery, NJ
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).