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Keeps abreast of and ensures compliance with applicable Federal, State and local regulations and requirements, including, but not limited to, UST programs, Environmental Protection Agency (EPA), Clean Air Act, Department of Health related to the operation of UST and dispensing systems, Resource Conservation and Recovery Act (RCRA), SARA Title III, Tier 2, Clean Water Act and Cathodic Protection.
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The Business Unit Fleet Maintenance Manager is responsible for providing direction through maintenance supervisors or to a group of technicians and for implementing and monitoring maintenance policies and procedures to ensure that all repairs and maintenance to Republic Services' equipment, including trucks, containers and other heavy-duty equipment are performed in compliance with the Company's safety and compliance standards, and in compliance with all federal and state regulations.
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Stormwater) - Inspect Gas well padsites, report road conditions, erosion control compliance, and fencing issues as necessary. (Stormwater) - Conducts inspections of Auto-Related Businesses by observing activities, records, and procedures to ensure compliance with Stormwater Pollution Prevention Program (SWP3) regulations and Municipal Separate Storm Sewer System (MS4) regulations.
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Security and Compliance: Lead vulnerability scan remediations, particularly for SQL, manage pen test activities, and ensure the highest standards of security and compliance are maintained.
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Our services include scheduling, registration, insurance verification, hospital billing, revenue integrity, collections, payment compliance, credentialing, health information management, customer service, payroll and physician billing.
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As the licensed Funeral Director, responsible for the compliance with all mortuary, health, and vital statistics regulation compliance within the funeral establishment(s). Ensures compliance with local, state, and federal regulations.
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Stay abreast of current trends in data management, compliance testing and developments concerning BSA/AML/Sanctions, fraud schemes, and information security issues. You will be instrumental in the execution of testing of Compliance systems and tools in accordance with GFCD’s global testing plan.
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This position serves as a partner to AML Compliance as well as Cards Business, AML audit, and policy partners. Additionally, this role will have responsibility for ensuring all processes executed in support of USPB Cards Business, regardless of function, have appropriate governance and controls in place to evidence compliance with applicable regulations such as Bank Secrecy Act, PATRIOT Act, as well as applicable Citi Policies.
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Understanding of security compliance frameworks (e.g., PCI DSS, HIPAA, NIST, SOX, etc.) Understanding of security compliance frameworks (e.g., PCI DSS, HIPAA, NIST, SOX, etc.) Experience with Palo Alto Networks tools (e.g., Threat Prevention, Wildfire, URL Filtering, Cortex Data Lake.
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Familiar with compliance regulations, IT, security frameworks and standards (i.e. NIST, HIPAA, PCI, SOX, HITRUST). IT compliance with Corporate and local policies, regulations (HIPAA, PCI etc.
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Coding Quality Specialist will work collaboratively with various CHRISTUS Health Departments, including but not limited to the Regional Coding Managers, HIM, Compliance, and Clinical Documentation Specialist to ensure feedback is shared and reported for education and training purposes.
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THIS POSITION WILL BE ASSIGNED TO ONE OF THREE DIVISIONS (UTILITY BILLING / METER SERVICES, FIELD OPERATIONS OR ENVIRONMENTAL COMPLIANCE) and will work with various equipment and tools to maintain and repair city utility systems; locating, investigating and repairing interruptions to the water and wastewater systems; completing water quality and dead-end main flushing to resolve water quality complaints and to meet regulatory flushing requirements.
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Track and manage licensee engagement and compliance, including welcome packets, milestone attainment, contractual reporting, and financial obligations. It is the responsibility of all departments, employees, and students to ensure the University’s compliance with this policy.
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Familiarity of current compliance rules and regulations of the FRB, SEC, OCC, FATF, FinCEN, OFAC, and familiarity with USA PATRIOT Act, BSA/AML and OFAC screening regulations. Reporting into the VP of Sanctions Design, Tuning and Optimization, this new position has been created for the purpose of establishing GFCD Compliance Operations DTO capabilities for MUFG.
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The CFO serves as the Ethics and Compliance Officer and must have an in-depth understanding of regulatory and accounting standards and principles and uphold the integrity of financial and compliance reporting.
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compliance job Company: Lhh in Grand Prairie, TX
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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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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.