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Screens and assesses patients for common behavioral health and substance use disorders using PHQ9, GAD7, Columbia Suicide Risk Assessment, or other tools as required. You are a core member of a Collaborative Care team that involves the patient's Primary Care provider, psychiatric consultant, and other behavioral health providers.
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Our mission is to end the one-size-fits-all approach to behavioral health, designing a unique treatment plan for each client, and providing culturally-adept care that best meets their needs.
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Ensures optimal utilization of resources and services and compliance with all applicable local, state, and federal rules and regulations and NYC Health + Hospitals standards of care to improve outcomes and the patient experience.
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PacifiCorp is seeking customer-centric candidates to grow and sustain our commitment to a culture of customer service excellence, environmental sustainability and diversity, equity and inclusion.
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At Feller Behavioral Health, we train our therapists in Lifespan Integration, which is a gentle, body-based treatment for trauma, anxiety and mood disorders, relationship conflict, motivation, self-esteem, addiction and more.
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These benefits include comprehensive health care coverage and emotional well-being support, market-leading retirement, generous paid time off and parental leave, charitable giving employee match program, and educational assistance including student loan repayment, tuition reimbursement, and learning resources to develop your career.
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We're committed to fostering and advancing diversity and inclusion in our own workplace and beyond by ensuring every individual within our firm has a number of opportunities to grow professionally and personally, from our training and development opportunities and firmwide networks to benefits, wellness and personal finance offerings and mindfulness programs.
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Medical Assistants at Fourth Street Clinic do so much more than just rooming patients and taking vitals; they work side-by-side with the whole Fourth Street team including In-Clinic, Mobile, Street, Behavioral Health, Vaccines, and periodic specialty clinics (like Orthopedic, Obstetrics & Gynecology, Optometry, and others.
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CommonSpirit Health is one of the nation's largest nonprofit, faith-based health systems, with a team of over 150,000 employees and 25,000 physicians and advanced practice clinicians.
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This an opportunity to join an industry leading renewable energy venture and IPP with strong private equity backing that is focused on thedevelopment/execution of dynamic utility-scale energy storage projects.
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PTC is Utah's premier professional theatre company, operating under a LORT B agreement with the Actor's Equity Association and contracting with other creative unions as well. Under the leadership of Artistic Director Karen Azenberg and Interim Managing Director Diane L. Parisi, the theatre operates with a current annual budget of $5 million.
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Reselling and Thrifting — including eBay, Etsy, Mercari, Poshmark, and others. As a Life Coach, you will be responsible for a variety of tasks to help our community, including researching, sharing, and mentoring others to succeed with their side hustles, including how to make money from freelancing and gig work.
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At LDS we have a BMT unit, a large behavioral health unit, and many specialized surgeries. Learn more about our comprehensive benefits packages for our Idaho, Nevada, and Utah based caregivers, and for our Colorado, Montana, and Kansas based caregivers; and our commitment to diversity, equity, and inclusion.
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Learn more about our comprehensive benefits packages for our Idaho, Nevada, and Utah based caregivers ( , and for our Colorado, Montana, and Kansas based caregivers ( our commitment to diversity, equity, and inclusion.
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Salt Lake County Division of Behavioral Health - Homeless Assistance Rental Program (HARP), Right In/Out (RIO), State Hospital Diversion (SHD), and program based rental assistance.
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behavioral health equity and inclusion jobs Title: assistant program in Salt Lake City, UT
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).
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.