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Neighborcare Health offers a robust benefit package: Medical, Dental & Vision Insurance, 18+ days of Paid Time Off, 9-Paid Holidays, Retirement with Matching, Life & AD&D, Pet Insurance, Employee Assistance Program, & More.
$66.87 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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LPN with social service experience: (home health, hospice, long-term care, case management, care coordination, wellness coaching, etc. EAP (Employee Assistance Program.
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Benefits: Innova Solutions offers benefits( based on eligibility) that include the following: Medical & pharmacy coverage, Dental/vision insurance, 401(k), Health saving account (HSA) and Flexible spending account (FSA), Life Insurance, Pet Insurance, Short term and Long term Disability, Accident & Critical illness coverage, Pre-paid legal & ID theft protection, Sick time, and other types of paid leaves (as required by law), Employee Assistance Program (EAP.
$65.52 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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The Population Health Solutions team is responsible for implementation, development, and maintenance of technology solutions to support UW Medicine's organizational Population Health, Value-Based Care, Regulatory, and Quality Improvement initiatives.
$15,000 a yearFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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At Virginia Mason Franciscan Health you will find the safest and highest quality of care provided by our expert, compassionate medical care team at 11 hospitals and nearly 300 sites throughout the greater Puget Sound region.
$63.9 an hourPart-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Under the direction of the WIC Program Director, the WIC Coordinator is responsible for overseeing the WIC Program and for providing nutritional services and support to patients and clients.
$80,600 a yearFull-timeExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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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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Other Benefits: Employee Assistance Program (EAP), Flexible Spending Account (FSA), ORCA card subsidy, Paid Time Off (34 days per year), Retirement Plan. The Intake and Care Coordination Mental Health Professional is responsible for providing comprehensive psychosocial assessments; coordinating and problem solving with first responders and other referents; creating and developing detailed recovery-oriented disposition plans; linking clients with appropriate community resources; facilitating crisis resolution in the least restrictive environment; and assisting with arranging transportation for clients to appropriate facilities as needed.
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Full time employees may be eligible for a bonus, health insurance with an optional HSA, short term disability, long term disability, dental insurance, vision care, telemedicine and virtual short term solution based counseling services, life insurance, Healthcare and Dependent Care Flexible Spending Accounts, subsidized backup care and caregiving resources, 401(k), vacation, sick time, and an employee assistance program.
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The Senior Ultrasound Clinical Account Specialist (ULS CAS) is accountable to provide technical and clinical product support to health care providers including Electrophysiology (EP) physicians, Interventional Cardiologists (IC) and laboratory staff for BWI diagnostic and therapeutic catheters and systems - with an emphasis on the AcuNav and SOUNDSTAR catheters - to enable practitioners to perform advanced cardiac ablation and interventional procedures respectively.
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School loan assistance through our Student Debt Relief Program. Awesome opportunities to volunteer through Mars Volunteer Program, like volunteering at coral reef cleanups or on research vessels.
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Our service lines include assisted living/skilled nursing/rehabilitation, home health, home infusion/pharmacy services, home medical equipment, hospice and palliative care, Program of All-Inclusive Care for the Elderly (PACE), personal home services/private duty care and supportive housing.
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11+ years of experience spanning Engineering / Data Science / Technical Program Management leading cross-functional efforts in the software or tech industry in a data-driven environment.
$303,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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NV5 is a provider of engineering and consulting services to public and private sector clients, delivering solutions through six business verticals: Testing, Inspection& Consulting; Infrastructure; Utility Services; Environmental Health Sciences; Buildings & Program Management; and Geospatial Technology.
$120,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Knowledge and experience working with disadvantaged young people in the areas of crisis intervention, child abuse/neglect, juvenile justice, domestic violence, housing and homelessness, substance abuse, mental health issues, public assistance rights, sexual abuse and assault, family dynamics.
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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.
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.
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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 workÂ
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.Â