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The Behavioral Health Consultant (BHC) provides expert integrated care to pediatric and adult patients as a member of the Primary Care Medical Home or Specialty Care treatment team.
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A high level of comfort in providing consultation and training to other members of the primary care team in the areas of mental health, chemical dependency, and behavioral medicine. This is a behavioral health model that is interconnected with patients medical care and medical care team that requires specialized training and experience with a variety of medical and mental health concerns.
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Our not-for-profit network also provides a full spectrum of care with leading-edge diagnostics and treatment, outpatient health centers, physician groups and clinics, numerous outreach programs, and hospice and home care.
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Adventist Health is a faith-based, nonprofit, integrated health system serving more than 90 communities on the West Coast and Hawaii with over 400 sites of care, including 26 acute care facilities, clinics, home care, and hospice agencies in both rural and urban communities.
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Licensed Independent Clinical Social Worker (Washington) within 6 months of hire OR Licensed Marriage and Family Therapist (Washington) within 6 months of hire OR Mental Health Counselor License (Washington) within 6 months of hire OR Psychologist License (Washington) within 6 months of hire.
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Job Category: Behavioral Health. Demonstrated experience organizing and implementing Psychiatric outpatient services including The Joint Commission (TJC) and Oregon Health Authority certification, compliant coding, documentation, and billing requirements and standards.
$51.16 - $82.36 an hourFull-timeExpandApply NowActive JobUpdated 28 days ago - UpvoteDownvoteShare Job
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With integrated services including medical, dental, pharmacy, orthodontia, primary care nutritional counseling, autism screening, and primary care behavioral health, YVFWC’s patient-centered model of care offers patients the full spectrum of care and shelter assistance, energy assistance, weatherization, HIV and AIDS counseling and testing, home visits, and four mobile medical/dental clinics.
$100,000 - $120,000 a yearFull-timeExpandApply NowActive JobUpdated 5 months ago - UpvoteDownvoteShare Job
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Ability and willingness to teach classes and groups relevant to the integrated behavioral health provider role (e.g., chronic pain management, diabetes and stress, insomnia, etc). Psychologist License (Washington) within 6 months of hire OR Licensed Marriage and Family Therapist (Washington) within 6 months of hire OR Mental Health Counselor License (Washington) within 6 months of hire OR Licensed Independent Clinical Social Worker (Washington) within 6 months of hire.
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Supporting the Emergency Department, Behavioral Health Department, Clinical Decision-Making Unit, and Acute Dialysis Departments, the Director of Nursing assists the CNO in the administration and leadership of achieving the goals of the departments, organization and clinical service areas at Providence St. Vincent Medical Center - a 523-bed tertiary care facility.
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The Director, Nursing is accountable for the provision and quality of nursing services at Providence St. Vincent Medical Center with a defined area of focus, in support of Providence Health & Services System and Regional goals.
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Depending on your role, you'll work at a hospital, outpatient center, private practice, home health, telemedicine, nursing facility, clinic or other facility. You'll also provide continued support and education to patients, promoting their overall health and ensuring they have the tools to recover and prevent further health issues.
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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).