Belinda Richardson

For all my business owners, office managers, HR professional friends… The Gulf Coast HR Symposium is Coming! August 7-8, 2024 - NRG Center - Houston, TX I know what you're thinking – "Oh great, another HR event where we talk about benefits, policies, and maybe even squeeze in a thrilling discussion about compliance. Woohoo!" But hold your horses! This is not just any HR Symposium. This is THE HR Symposium – the one that will change the way you think about human resources forever. Why Attend? 1. Unleash Your Inner HR Superhero: Discover your hidden HR superpowers (cape not included, but you’re welcome to bring your own). 2. Networking Extravaganza: Meet fellow HR enthusiasts and bond over your shared love of spreadsheets and office gossip. 3. Workshops with a Twist: Learn about the latest HR trends and techniques with a side of humor. Yes, you can laugh and learn at the same time! 4. Outstanding Guest Speakers: This year’s guest speaker will deliver thought provoking insight… you’re in for a treat! 5. Swag Galore: Because who doesn’t love free stuff? Ours comes with gadgets, gizmos, and maybe even a stress ball shaped like your boss (for therapeutic purposes, of course). Don’t miss out on the fun (and the professional development). Scan the QR below to reserve your spot and expand your HR knowledge! #GulfCoastSymposium #GCS24

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If you are an Accountant or know one, share this post with them! Details below!

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According to the U.S. Bureau of Labor Statistics we ended September with 7.4 million job openings, relatively unchanged from the prior month. And, hires stayed steady at 5.6 million. How do we close the gap on these 2 million jobs? On this #HRThursday let’s talk #TalentAcquisition When I started my career we would post job openings in the newspaper and have an open house. Then I got super creative and started advertising on the radio! My how times have changed…. Today’s talent acquisition leaders are playing in the space of “personalized recruiting” as we compete over a shrinking talent pool. Personalized Recruiting involves tailoring the whole recruitment process to meet each applicant's unique needs and preferences. Personalization can take many forms like unique communications, customized emails, and communication strategies based on the candidate's profile and preferences. This approach calls us to align recruiting with our organization’s social media strategy, technology roadmap and strategic plan. Instead of “posting and hoping”, today fortune favors actively reaching out to draw people to you. Targeted social media campaigns and personalized recruitment videos work, but they do take more time. And patience from the system. The rule of 7 shows that customers need to see your brand at least 7 times before they commit to a purchase decision. Translation; clicking a link to apply can take at least 7 contacts/touch points. SHRM recently reported that 72% of HR leaders are using AI in recruitment. This could range from AI scrubbing applications, to writing/sending personalized messages to bots pulling candidates from the internet. Once you have a candidate on the hook, personalization increases candidate engagement by 35%. Savvy talent acquisition leaders don’t wait to schedule an onsite meeting, they quickly get on the phone for virtual interviews and text candidates to keep them involved at each step. They use technology and move fast to get the candidate an offer. Today’s talent acquisition team has a new best friend: #OrganizationalDevelopment. You have talent within your company to mine! Creating skill-based platforms like GitHub, Kaggle provide direct skill demonstration. Leveraging real-world project assessments replaces traditional interviews. Showing your employees their career options (think lattice not ladder) and moving them into new role, maybe even creating customized roles, for their own development. Instead of an open house for external candidates, hold a networking event or skill-building workshop for employees only (call it perq and give out free snacks). Join the conversation, come to Penn State Health! Check out this Concierge Coordinator under Erika Hanna, MS, PHR, CMI. Or, even better, DM me!  https://lnkd.in/ePVeNbG5 #hrlife #hiring #hiringtips #ContinuousLearning #LearningCulture

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Houston, TX

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'In a survey of 2,500 U.S. hiring managers, Robert Half — which helps businesses fill contract roles in administrative and customer support, technology, accounting and other verticals — found 66 percent of employers plan to bring on contractors and 52 percent are actively hiring for permanent positions to start the year fully staffed.' Great story by Las Vegas Review Journal on companies hiring plans this holiday season and insights from Robert Half's Damian Garcia on the demand for contract workers. https://bit.ly/4fL545w

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Happy National Human Reaource Professionals Day to all my HR folks out there! If you would’ve asked me four years ago, I would never have guessed I’d be in a position I would love AND it would be within HR. I am far from perfect. I face new challenges each day. I learn new things each day. I have learned that in this profession, it is so easy to to feel alone. Not good enough. Defeated. But you know what is bigger than all those things? My zest for life, my unwavering belief that God has a GOOD plan for me and my future, my love of people (and their dogs), and my commitment to ensuring they have the tools to be successful in their roles and enjoy coming to work. Because their dogs deserve a good life. 😉 More than anything, I’m so thankful to be a part of a team that sees the best in me and is willing to hold me accountable when I’m not at my best. Thank you Nathan Baar for envisioning me in a role I wasn’t able to envision for myself four years ago, and continuing to feed my desire to learn and grow continuously. Thank you to the rest of my team (Michael Lomonaco , Jeffrey Skinner, Kristin Marie MSN, RN, SANE-A, SANE-P, TCRN , Adam Sevensma FNP-C, APRN, MSN, FF-EMT, CEN ) for trusting me to seek out the absolute top quality #nurses and #nursepractitioners who just desire to work for someplace with leadership who actually values them AND the work they do. If you are one of my HR connections, this is your reminder that you are doing important work! But YOU are also important. If you are newer to HR, take every opportunity for coaching, mentorship, and roundtable events you can. YOU’VE GOT THIS! #humanresources

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Top Ten Reasons Clinics Should Work With Dynamic Global Staffing 2. Time Savings: Recruiting can be a time-consuming process. By outsourcing hiring to Dynamic Global, clinics can save time on sourcing, screening, and interviewing candidates. #dallasfortworth #healthcarestaffing #revenuecycle

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In healthcare talent acquisition, I’ve learned that finding the right candidate goes beyond matching skills on paper. It’s about understanding the person’s values and strengths, their passion for patient care, and their goals for the future. Taking that extra time to truly connect, to highlight talent, is what makes talent acquisition so rewarding. Let’s celebrate the human side of recruitment! How do you build meaningful connections in your field?

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Attention #jobseekers #hotjob ALERT  Are you #opentowork? Were you part of a recent #layoff, part of a #reductioninworkforce, #laidoff? Check out this new #jobposting with Search Solution Group! I can help you navigate your search with my 20 years of experience in the industry and as a #resumewriter. I can prepare a strong ATS friendly resume to get you results and get you back to work QUICKLY! There is a lot more competition with the recent #layoffs, so it’s even more important you stand out from the competition, and you have a proven job search strategy. How I can help you: • Customized resume preparation- taking the time to thoroughly understand your expertise, not just providing a basic questionnaire or mass-produced “cookie-cutter” resume template. • LinkedIn profile preparation/optimization. • Job search coaching to walk you step-by-step through the process so you aren’t aimlessly applying to jobs and not getting responses. • Freelance Recruiter with a vast network of hiring manager/recruiter contacts to connect you to. 58 of my clients have accepted offers in 2024, 106 accepted offers for new jobs in 2023, 124 in 2021 and 112 in 2022! One obtained a $70K increase in her previous salary, one DOUBLED his salary, one a $50K increase, one a $55K increase and another a $35K increase! Visit my 120+ LinkedIn recommendations of success stories. Two recent client’s success stories: “I went from constant rejection to averaging 6 interviews a week almost overnight.” “I wanted to thank you for all of your help and assistance in this process. I am going on to start my dream job thanks to you and your guidance. I wouldn't have gotten my foot in the door without your reach and connections. Again thank you so much for everything you have done for me and for others. I am blessed to have come across you in this vast network of people." Please take advantage of my FREE RESUME REVIEW offer on my website. https://lnkd.in/g-4bcFV “Remember you only get one chance to make a first impression, make it a Professional Impression!!” Benefits of hiring a Professional Resume Writer https://lnkd.in/gWpHBdBR   #careercoach #resumewriter #ono #nowhiring #gethired

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🎉 Exciting News! FlexProfessionals was featured in the Washington Business Journal! 🎉 We’re honored to be recognized for our commitment to advancing flexible work. Read more about FlexProfessionals' journey and what’s next. #FlexProfessionals #FlexibleWork #WashingtonBusinessJournal

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**Hiring QA, Quality Auditor** Send resumes over to me: [email protected] Call or text: 813-331-0606 Please share- Paying $300- $1,000.00 referral bonus. M-F 8-4:30 EST Salary: $25.50 Please answer screening questions and attach resume: 1. How many years of hands-on appeals experience do you have, including all the investigation required to determine if an appeal is necessary? 2. Explain your active experience in the past two years with – AR, follow up, appeals, underpayments, payor knowledge, research accounts, medical terminology, QA. 3. Does your resume reflect these skillset requirements within the last 2 years? (If not please update your resume to reflect this experience) 4. Can you provide an example of the steps you take when you audit an invoice (Please provide as much detail as possible) 5. Tell me about your experience with using websites to check the status of multiple claims with the payors? 6. Tell me about your experience with reading an explanation of benefits? 7. Can you explain what the explanation of benefits provides? 8. Tell me about your experience with understanding medical terminology? Give examples. 9. What is your experience what hospital /institutional claims? 10. Validate that you do not have any PTO scheduled during the first 90 days of the project. 11. How many years of medical billing experience do you have? 12. How many years experience do you have auditing medical claims? 13. Explain how your past medical billing can assist in this role?

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'In a survey of 2,500 U.S. hiring managers, Robert Half — which helps businesses fill contract roles in administrative and customer support, technology, accounting and other verticals — found 66 percent of employers plan to bring on contractors and 52 percent are actively hiring for permanent positions to start the year fully staffed.' Great story by Las Vegas Review Journal on companies hiring plans this holiday season and insights from Robert Half's Damian Garcia on the demand for contract workers. https://bit.ly/3O6UWZ9

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Please send me the Profiles to [email protected] Need on my W2 No H1B's Business Analyst Carson City, Nevada  First Preferred Locals (Hybrid) (W2) only Relocation also fine. Respons. Apply the structured ADKAR methodology to lead change management activities. This represents the five outcomes an individual needs to achieve for a change to be successful: Awareness, Desire, Knowledge, Ability, and Reinforcement. Assess the change impact, both internally and externally, for our Orion Portfolio. Create the Change Management strategy for the Orion Program effort. Identify, analyze, prepare risk mitigation tactics. Identify and manage anticipated resistance. Consult and coach project teams. Support communication efforts for the Orion Portfolio. Support training efforts. This role will be responsible for delivering our: Stakeholder Analysis, Communication plan, Training plan and Change Management plan. Integrate change management activities into our project plans for each Orion Project (we have ~28 projects within the Orion Portfolio) that will need change management support to increase the change adoption rate and project success. Coach managers and supervisors on how to best support the changes the Orion Program will bring to their direct reports and help their teams successfully manage adoption of the new processes and workflows, which their teams will use. Support organization design and definition of roles and responsibilities. Coordinate efforts with other specialists in the Orion Portfolio. Evaluate and ensure user readiness.   2. Qualifi Bachelor's degree in Organizational Behavior, Business Management, or a related area of study or equivalent experience. Change Management certification or designation desired: Prosci Certification a plus. Demonstrated experience with large-scale organizational change efforts.  3-5 years of Organizational Change Management experience. Communicates clearly in English, both verbally and in writing, with project team members and stakeholders. Demonstrated ability to plan, organize and deliver requested deliverables on time. Excellent written and verbal skills. Demonstrated can-do attitude. Must be a team-player and able to work collaboratively with and through others. Acute business acumen and understanding of organizational issues and challenges. Able to work effectively at all levels in an organization. Excellent Active listening skills. Ability to clearly articulate messages to a variety of audiences. Ability to establish and maintain strong relationships. Ability to influence others and move toward a common vision or goal. Resilient and tenacious with a propensity to persevere. Flexibility to adapt to changing priorities. Moves quickly to address unexpected problems or opportunities. Forward-looking with a holistic approach. Organized with a natural inclination for planning strategy and tactics. Intermediate level proficiency with Microsoft Office 365 including Outlook, Word, Excel, PowerPoint, MS Teams.

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Please send me the Profiles to [email protected] Need on my W2 No H1B's Business Analyst Carson City, Nevada  First Preferred Locals (Hybrid) (W2) only Relocation also fine. Respons. Apply the structured ADKAR methodology to lead change management activities. This represents the five outcomes an individual needs to achieve for a change to be successful: Awareness, Desire, Knowledge, Ability, and Reinforcement. Assess the change impact, both internally and externally, for our Orion Portfolio. Create the Change Management strategy for the Orion Program effort. Identify, analyze, prepare risk mitigation tactics. Identify and manage anticipated resistance. Consult and coach project teams. Support communication efforts for the Orion Portfolio. Support training efforts. This role will be responsible for delivering our: Stakeholder Analysis, Communication plan, Training plan and Change Management plan. Integrate change management activities into our project plans for each Orion Project (we have ~28 projects within the Orion Portfolio) that will need change management support to increase the change adoption rate and project success. Coach managers and supervisors on how to best support the changes the Orion Program will bring to their direct reports and help their teams successfully manage adoption of the new processes and workflows, which their teams will use. Support organization design and definition of roles and responsibilities. Coordinate efforts with other specialists in the Orion Portfolio. Evaluate and ensure user readiness.   2. Qualifi Bachelor's degree in Organizational Behavior, Business Management, or a related area of study or equivalent experience. Change Management certification or designation desired: Prosci Certification a plus. Demonstrated experience with large-scale organizational change efforts.  3-5 years of Organizational Change Management experience. Communicates clearly in English, both verbally and in writing, with project team members and stakeholders. Demonstrated ability to plan, organize and deliver requested deliverables on time. Excellent written and verbal skills. Demonstrated can-do attitude. Must be a team-player and able to work collaboratively with and through others. Acute business acumen and understanding of organizational issues and challenges. Able to work effectively at all levels in an organization. Excellent Active listening skills. Ability to clearly articulate messages to a variety of audiences. Ability to establish and maintain strong relationships. Ability to influence others and move toward a common vision or goal. Resilient and tenacious with a propensity to persevere. Flexibility to adapt to changing priorities. Moves quickly to address unexpected problems or opportunities. Forward-looking with a holistic approach. Organized with a natural inclination for planning strategy and tactics. Intermediate level proficiency with Microsoft Office 365 including Outlook, Word, Excel, PowerPoint, MS Teams.

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