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Work closely with management and finance partners to manage and maintain the statistical programming budget for FSP.Perform programming and QC for statistical programming deliverables as needed.
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The Investigator II collaborates with the Associate Director on more complex case reviews as needed, in addition to performing activities related to data mining, data analysis and recoveries.
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Stay abreast of the latest FERC and NERC orders and rulemaking activities and SPP organizational group initiatives that impact the System Planning processes and initiate and facilitate change processes, including revision requests, needed to maintain SPP's compliance.
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The PCNA Account Development Manager is responsible for working when needed with their accounts Field Sales Managers (both for our hard good and apparel divisions) and also for working closely with the Support Coordinator area to assist with timely customer communication on identified requests and inquiries that can be handled via email.
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Clients entrust LexisNexis Risk Solutions worldwide to address complex identity challenges, and in this role, you will lead initiatives to enhance our visibility and brand awareness within State and Local Government entities while simultaneously driving revenue through strategic business development activities.
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Willingness and ability to travel as needed, up to 50%, including: attendance at relevant conferences, industry events, and client meetings, to effectively represent LexisNexis Risk Solutions and cultivate relationships within the State and Local Government market.
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The Credentialing Coordinator will be responsible for timely and accurate credentialing activities, including interactions with insurance companies and keeping accurate records. Gather necessary information and documentation needed for credentialing direct care staff with payors.
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Work Schedule:Partial remote, three days working in office, two days working from home Monday through Friday, 8am to 5pm and as needed on occasion. Minimum Qualifications: Bachelor's Degree in Finance/Accounting or equivalent in related field and at least 5 years of relevant work experienceJob Summary: Manages and assists the Director and/or Senior Finance Manager in financial and operational analysis activities with a complex functional or organizational scope.
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Coordinate and lead continuous improvement activities using fundamentals of Lean and Six Sigma as needed. ESSENTIAL FUNCTIONS Coordinate and lead continuous improvement activities as needed.
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Job Seekers can review the Job Applicant Privacy Policy by clicking HERE. (-applicant-privacy-policy)\ We are immediately hiring a remote Quality Manager II for our Supply Chain Solutions division.
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LICENSES Certified Six Sigma Green Belt (1 Year, preferred). ASQ's Certified Quality Auditor (1 Year, preferred). EXPERIENCE Nine (9) years or more experience Operations Management experience Seven (7) years or more experience Quality Management/Process Improvement Seven (7) years or more experience Process Mapping and Standard Operating Procedures documentation and project management experience preferred SKILLS.
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Coordinate and lead continuous improvement activities as needed. We are immediately hiring a remote Quality Manager II for our Supply Chain Solutions division. Location: Remote (preferably in Midwest U.S.
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As a Project Construction Manager - Railroad, you will be responsible for understanding third-party plan submittals, observing and documenting construction activities for compliance with railroad guidelines and approved submittals, managing the day-to-day correspondence with railroad clients in the field, and initiating actions needed to keep third-party contractors aligned with railroad safety and quality requirements.
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Creative thinking skills with the ability to ask the needed “bigger- picture” questions that lead to process and team improvements. Perform other duties as needed. Prefer individual possessing any of the following certifications or licensure: CFE, CPA, RN/LPN, CPC, or CPMA.
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Training, Certification, and Website: As a Virtual Tour Coordinator, you'll receive top-notch training and certification to equip you with the knowledge and skills needed to craft unforgettable tour experiences.
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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.
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.