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Full Time Assistant Manager - Frontier Mall. Assistant Managers are required to work some nights, most weekends, and during peak holiday periods. Assistant Store Managers are required to work a minimum 40 hours per week.
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If youre an experienced restaurant or retail assistant manager, think about a career with Pizza Hut. You know who you are - a natural leader, you love putting together a winning team. And, youre at least 18 years old with a valid drivers license, reliable transportation (not public transportation you may need to drive to make deposits for the restaurant sometimes) and a true desire to learn and grow.
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As a Service Assistant, you know what it takes to take care of guests. In most jobs, everyone doesnt spontaneously erupt into applause and start raining down high-fives. As a Service Assistant, you know what it takes to take care of guests.
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Master of Science (MS) in Physician Assistant studies (or equivalent Master's degree/Doctorate) from an ARC-PA accredited institution. Graduation from a Physician Assistant training program from an ARC-PA accredited institution.
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If this sounds like you, then you may have what it takes to be an assistant salon manager at a Great Clips salon. What are salon owners looking for in a great Assistant Salon Manager? Requirements: Cosmetology and/or barber license (licensing requirements vary by state/province.
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The Medical Director, Bladder - Global Medical Affairs Oncology, will be a member of the Global Medical Affairs team, leading the conduct of a global clinical study using the portfolio of compounds at Janssen with the aim of building curative regimens for patients with bladder cancer.
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They will have a thorough understanding of formulation, specifications, manufacturing processes and quality assurance and will partner with key internal teams in the areas of Customer Service, R&D, Licensing, Consumer Affairs, and Field Sales.
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UCHealth has an excellent opportunity for a Physician Assistant or Nurse Practitioner to join our well-established Primary Care Clinic in Cheyenne, WY. Unrestricted license to practice as a Physician Assistant in the State of Colorado.
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They are accountable for execution of all applicable risk programs (Credit, Market, Financial Crimes, Operational, Regulatory Compliance), which includes effectively following and adhering to applicable Wells Fargo policies and procedures, appropriately fulfilling risk and compliance obligations, timely and effective escalation and remediation of issues, and making sound risk decisions.
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Excellent benefits such as health, dental, and vision insurance.
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Develop and optimize procurement policies, procedures, and programs in collaboration with Legal/IT/Security to ensure audit and regulatory compliance, while also limiting risk. Excellent knowledge of procurement best practices, supplier regulatory requirements, market trends, and sourcing strategiesExperienced in evaluating and interpreting commercial business terms.
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Physician Assistant - Urgent Care. Our client is looking for a physician assistant specializing in urgent care to begin coverage immediately. Physician Assistant - Urgent Care. Our client is looking for a physician assistant specializing in urgent care to begin coverage immediately.
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We are a growing network of urgent care clinics.
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In-depth knowledge of healthcare data standards (e.g., HL7, FHIR), regulatory requirements (e.g., HIPAA, GDPR), and industry best practices. Strong analytical skills and proficiency in data modeling, manipulation, and visualization tools (e.g., SQL, Python, R, Tableau.
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We are seeking an outstanding Certified Nursing Assistant - CNA to join our team at our community of Cottonwood Healthcare and Rehabilitation, in Laramie, WY. Come join a team of dedicated, smart, and caring professionals as they work together to care for our seniors and provide them the stellar lifestyle they deserve.
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regulatory affairs jobs Title: assistant Company: Healthpro in Cheyenne, WY
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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.
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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?
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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.