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Employed by PAGNY for NYC Health + Hospitals/Gotham Health, Queens staff partner to provide multiple programs in the community including the Babygram Program, Developmental Evaluation Clinic, HIV/Aids Program, and The Diabetic Learning and Support Program.
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The Program Coordinator is a key program leader and collaborates closely with the Program Director to ensure the program exceeds contractual commitments set forth by NYC Administration for Children’s Services (ACS.
$75,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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The goals of the Home-Study Post Release Services Program (HS/PRS) are to: Assess the safety and suitability of a sponsor before an unaccompanied child is released from custody into a sponsor's care (Home Study) Provide case management support via remote and / or conducting in-home visits to ensure the continued safety and stability of children in sponsor's homes and linking children to resources in the community (Post Release Services.
$64,000 - $82,000 a yearExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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In collaboration with the Director of Community Outreach, Quality and Compliance, provide oversight and supervision of Partnership in Care program staff in the planning, development, implementation, and evaluation of quality improvement initiatives within the Partnership in Care program and within the Division of Medical Management.
$150,000 - $157,236 a yearFull-timeExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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The education specialist has the role of coach and consultant in advising the site director, teachers, academic enrichment coaches and activity specialists who work within the after school program.
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Provide surgical support, including pre-, intra- and postoperative care. The company is seeking a highly motivated, innovative and experienced full-time Surgical Animal Technician to contribute to their Genetically Engineered Animal Models research and product development pipelines.
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As a member of the National Collegiate Athletic Association (NCAA) and the Council of Ivy Group Presidents (Ivy League), it is imperative that members of the Columbia University community which includes Barnard College, in all matters related to the intercollegiate athletics program, exhibit the highest professional standards and ethical behavior with regard to adherence to NCAA, Conference, University, and Department of Intercollegiate Athletics and Physical Education rules and regulations.
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Reporting to the Director of Education or Program Chair, facilitate student learning toward the achievement of course and program learning outcomes. I. Director of Education and Campus Director.
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Position Summary Reporting to the Senior Director of Operations, the Advancement Talent Director is responsible for the strategic implementation of Advancement's mission and guiding principles on talent management.
$95,000 - $105,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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As Creative Director, you'll be responsible for overseeing and guiding all visual and creative aspects of our brand, including digital and print. Minimum 3 years as a Creative Director (or in a similar senior creative role.
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Ownership of the data and insights from client sources (research) and internal data mining Strategy: The VP, Associate Strategy Director will be responsible for developing many different types of strategic deliverables.
$142,500 - $175,000 a yearFull-timeExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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Assist in maintaining program standards of student behavior needed to achieve effective participation in activities without interfering with the natural, informal atmosphere of the After-School Program; assist in resolving student disputes; refer serious discipline problems to program Director/Supervisors.
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CFTC Swap Dealer Associated Person (if yes, NFA Swaps Proficiency Program is required): Not Applicable. In-depth experience of the risk assessment and quantification of traditional (i.e. swaps, options and futures) and structured derivatives as well as monitoring of the related counterparty exposure and understanding of relevant documentation including ISDA/CSA.
$165,000 - $248,000 a yearFull-timeExpandApply NowActive JobUpdated 2 months ago - UpvoteDownvoteShare Job
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The team will support program participants in the community through the application of the highly acclaimed, Critical Time Intervention (CTI), evidence-based, model of care. Member choice, harm reduction, non-coercion, flexibility and person-centered care are essential elements of the SOS program model and should be front and center of the care delivered by the Peer Specialist.
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The NYU Langone Health Division of Pulmonary, Critical Care & Sleep Medicine is seeking a board-certified/board-eligible Interventional Pulmonologist to join our growing Section at the level of Instructor or Assistant Professor.
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surgical critical care program director jobs Company: Northwell Health in New York, NY
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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.
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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?
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).
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.