401K

Employee Referral Program

Life Insurance

UNKNOWN

ADAPTED_NOW

OTHER

In addition to dedicated, personalized support from your recruiter, when you work with CoreMedical Group you'll receive:Access to an extensive benefits package, including day 1 health, dental, and vision insurance, employer paid life insurance, a health reimbursement account, and more! *Estimate of weekly payments is intended for informational purposes and includes hourly wages, as well as reimbursements for meal & incidental expenses, and housing expenses incurred on behalf of the Company.

Client in WI seeking Registered Nurse: Case Manager for the following shift(s): Days We are looking for a healthcare professional who is ready to provide exceptional patient care in this contract/travel role. Contract/travel assignments are typically 13 weeks, with potential to extend. Help us continue our mission to connect people, improve lives, and give back to the community by joining the CoreMedical Group team. When you work with CoreMedical Group, we put you first and treat you like family, supporting you every step of the way. CoreMedical Group is one of the largest healthcare staffing agencies in the country, with travel and contract positions located across the United States. Our recruiters will help you find the perfect job, whether it's across the country or across the street. In addition to dedicated, personalized support from your recruiter, when you work with CoreMedical Group you'll receive:<ul><li>Access to an extensive benefits package, including day 1 health, dental, and vision insurance, employer paid life insurance, a health reimbursement account, and more!</li><li>Weekly paychecks with competitive pay packages</li><li>Matching 401(k) benefits to help you save for retirement</li><li>Licensure assistance and reimbursement to set you up for success on your contract</li><li>Travel reimbursement and dedicated housing support while on assignment</li><li>Referral cash bonuses when you connect us with other clinicians</li></ul> CoreMedical Group also offers you a free, all-inclusive vacation each year as our way of saying "thank you" for your hard work. Join other healthcare professionals on the annual Club CoreMed retreat and you'll see why our contract and travel professionals come back to us year after year! Your career is too valuable to tackle on your own. Let CoreMedical Group help you with your healthcare journey! *Estimate of weekly payments is intended for informational purposes and includes hourly wages, as well as reimbursements for meal & incidental expenses, and housing expenses incurred on behalf of the Company. Any benefits (medical/dental/vision) are in addition to the weekly pay. Please speak with your Recruiter for additional details. Estimated payments are subject to change until formal offer of assignment is made and accepted.

Let CoreMedical Group become your trusted healthcare career coach!
 
Our experienced healthcare recruiters will work hard to find you the perfect full-time permanent or travel position, suited to your specific needs. Since we partner with most major hospitals and healthcare facilities in the U.S., we have access to nursing jobs and allied career opportunities in all 50 states. We will provide you with:
<ul>
 <li>Resume preparation services</li>
 <li>Interview preparation and coaching</li>
 <li>Detailed job descriptions</li>
 <li>Interview feedback</li>
</ul>
Once you receive an employment offer, we’ll handle all negotiations. From salary and benefits to relocation and sign-on bonuses, we make sure you receive the compensation you deserve. Best of all, our placement services are completely free for healthcare professionals.

Core Medical Group

Travel Nurse RN - Case Manager - $2,240 per week in Medford, WI

Case Management

Certified Case Manager (CCM)

Healthcare

Patient Care

Recruiting/Staffing Agency

Registered Nurse (RN)

Reimbursement

Team Player

TravelNurseSource.com

FEED

Collaborates with HR & Recruitment Manager and other hiring managers to help develop recruitment strategies to achieve required staffing levels. Ability to effectively present information and respond to questions from managers, applicants and the general public.

*Onsite in Medford WI* POSITION SUMMARY:The Recruitment Coordinator is responsible for the full cycle recruitment process for the Medford, Wisconsin plant. This individual works closely with hiring managers, candidates, and external recruiters to support the hiring needs of the company. This position reports to the HR Manager.ESSENTIAL FUNCTIONS:Reasonable Accommodations StatementTo accomplish this job successfully, an individual must be able to perform, with or without reasonable accommodation, each essential function satisfactorily. Reasonable accommodations may be made to help enable qualified individuals with disabilities to perform the essential functions.Essential Functions<ul><li>Collaborates with HR & Recruitment Manager and other hiring managers to help develop recruitment strategies to achieve required staffing levels</li><li>Meet with hiring managers to develop specific recruiting plans</li></ul><ul><li>Post jobs on company website and internal and external job boards</li><li>Evaluate and screen applications, resumes and cover letters</li><li>Responsible for interviewing, administering assessments, and referring applicants for open positions</li><li>Analyze and evaluate prospective candidates, data and other resources to determine courses of action</li><li>Schedule interviews with hiring managers and hiring team</li><li>Schedule and attend job/career fairs with appropriate support staff</li><li>Conduct reference checks and initiate pre-employment requirements</li><li>Have the ability to administer pre-employment drug screenings for candidates</li><li>Coordinate and co-facilitate new employee orientations</li><li>Establish and maintain effective working relationships across all departments</li><li>Act as a liaison with area temporary agencies</li><li>Ability to effectively present information and respond to questions from managers, applicants and the general public</li><li>Partner with the HR team and advertising agencies to launch advertising campaigns</li></ul><ul><li>Interact with all people effectively and professionally</li><li>Ability to prioritize multiple tasks at one time and successfully complete those tasks in conjunction with each other</li><li>Conduct informative and customized plant tours during the interview process</li><li>In assistance to the hiring manager and HR leadership, create appealing job offers and convey those offers to the candidates</li><li>Complete weekly, monthly and quarterly reports on time</li><li>Research, analyze, prepare, and present hiring statistics</li><li>Maintain records on recruiting activities as required</li><li>Tactfully maintain confidentiality of information with public and employees</li><li>Solid knowledge of HR policies and best practices</li></ul>Qualifications:<ul><li>2+ years of Human Resources and/or recruiting experience</li><li>High school education or equivalent required, post secondary education preferred</li><li>Effective oral and written communication skills</li><li>Excellent problem solving skills are required</li><li>Ability to multitask with a strong attention to detail at all times</li><li>Ability to self motivate and work individually and in a team environment</li><li>Ability to work onsite in Medford, WI</li></ul>

Marathon Cheese Corporation

Recruitment Coordinator

Advertising Agencies

Analysis Skills

Best Practices

Campaigns

Candidate Screening

Communication Skills

Detail Oriented

Employee Orientation

Establish Priorities

Human Resources

Job Fairs

Job Requisition Posting

Leadership

Multitasking

Organizational Skills

Presentation/Verbal Skills

Problem Solving Skills

Record Keeping

Recruiting Strategy

Reference Verification

Statistics

Strategic Planning

Time Management

Writing Skills

clearcompany

Oversees training department, systems, vendors, and tools; enforces clear accountability and completion expectations; and ensures training investments are disciplined, measured by business outcomes (e.g., time to productivity, behavior change, performance improvement), and directly tied to strategic priorities. Centralized Training and DevelopmentHolds enterprise-wide responsibility for centralized training and development as a strategic performance driver, with accountability for training strategy, effectiveness, and outcomes, not day‑to‑day delivery.

Benefits: <ul><li>401(k) matching</li><li>Bonus based on performance</li><li>Health insurance</li><li>Paid time off</li></ul> Position Summary: The Chief People Officer (CPO) is a senior executive responsible for leading the Bank’s enterprise‑wide people strategy to drive performance, accountability, culture, risk management, and long‑term value creation. As a member of the Executive Leadership Team, the CPO serves as a trusted advisor to the President/CEO, executive peers, and the Board of Directors on all matters related to human capital and organizational effectiveness.    This role is intentionally strategic. The CPO ensures that workforce, talent, compensation, performance management, and training strategies are aligned with business objectives and evaluated with the same rigor applied to financial and risk decisions. The CPO oversees Human Resources, Talent Acquisition, Employee Relations, Compensation & Benefits, Organizational Development, and Centralized Training & Development, positioning the Bank as a destination employer and high‑performing, values‑driven organization     Duties and Responsibilities <ul><li>Executive‑Level People Strategy & Governance<ul><li>Serve as the primary advisor to the President/CEO and Executive Leadership Team on enterprise people strategy, workforce risks, and organizational opportunities. </li><li>Translate business strategy into a clear people roadmap encompassing talent, capability, structure, succession, and training.</li><li>Ensure people decisions reflect cost discipline, return on investment, scalability, and enterprise impact.</li><li>Serve as strategic architect and steward of organizational culture.  </li></ul></li><li>Performance Management & Accountability<ul><li>Own and continuously refine the Bank’s performance management framework. </li><li>Establish clear standards for identifying and addressing underperformance, including timely use of Performance Improvement Plans and exit decisions when necessary. </li><li>Ensure leaders manage performance issues proactively and consistently. </li><li>Align performance practices with financial outcomes, productivity, risk management, and strategic priorities.  </li></ul></li><li>Talent Development, Succession & Leadership Development<ul><li>Design and oversee development and succession strategies for critical roles and future leaders. </li><li>Partner with executives to assess leadership depth and mitigate succession risk. </li><li>Ensure leadership development efforts align with long‑term organizational readiness. </li></ul></li><li>Recruitment & Workforce Planning<ul><li>Provide executive oversight of recruitment and workforce planning.</li><li>Establish hiring philosophy and guardrails related to quality, cultural fit, speed, and cost. </li><li>Evaluate workforce needs based on both immediate demand and future‑state design. </li></ul></li><li>Compensation, Benefits & Incentives<ul><li>Lead compensation, benefits, and incentive strategy to ensure competitiveness, equity, performance alignment, and financial responsibility. </li><li>Provide executive‑level insight into tradeoffs between cost, retention, engagement, and productivity.</li><li>Serve as the primary internal owner of compensation and benefits strategy partners and advisors.</li></ul></li><li>Organizational Design & Change Leadership<ul><li>Lead organizational design initiatives supporting growth, restructuring, and transformation.</li><li>Ensure role clarity, reporting structures, and accountability.</li><li>Guide leaders through change with clear communication, training alignment, and accountability.  </li></ul></li><li>Culture, Engagement & Employee Experience<ul><li>Own enterprise culture and engagement strategy. </li><li>Ensure engagement initiatives reinforce accountability and retention of high‑impact talent. </li><li>Balance engagement investments with business priorities and cost discipline</li></ul></li><li>Employee Relations & Risk Mitigation<ul><li>Maintain executive oversight of employee relations and sensitive matters.</li><li>Ensure consistent, fair, and compliant practices.</li><li>Reduce legal, regulatory, and reputational risk through proactive people practices.</li></ul></li><li>Centralized Training and Development<ul><li>Holds enterprise-wide responsibility for centralized training and development as a strategic performance driver, with accountability for training strategy, effectiveness, and outcomes, not day‑to‑day delivery.</li><li>Oversees a centralized Training & Development function, including governance, priorities, and coordination across lines of business to ensure consistency, relevance, and alignment to business needs.</li><li>Oversees training department, systems, vendors, and tools; enforces clear accountability and completion expectations; and ensures training investments are disciplined, measured by business outcomes (e.g., time to productivity, behavior change, performance improvement), and directly tied to strategic priorities.</li><li>Provides executive ownership of enterprise onboarding, role-based and job-specific training, leadership and management development, and required compliance, risk, and regulatory education (in partnership with Risk and Compliance leadership)</li></ul></li></ul> Uniform Executive Team Expectations <ul><li>Clear expectations are set for staff, and they are held accountable.<ul><li>Develop staff and develop career paths for individuals with high potential and initiative.</li><li>Proactive management of underperformers is necessary.</li><li>Ensure adequate training is done for new hires.</li></ul></li><li>Ensure staff engagement with technology remains high.</li><li>Focus main department initiatives and goals on strategic planning action plans and high-priority items set by the board and senior management. Manager success is based on how the department does at hitting these goals. </li><li>Ensure the department knows how they impact the mission and vision and how they play a key role in that success.</li><li>Continue to evolve processes and procedures to increase efficiency and customer experience. </li><li>Adequate cross-training and procedures are complete and up to date for all areas you oversee.</li><li>Complete projects that fall within the department timely and ensure adequate training is completed. After go-live progress should be monitored along with adoption and satisfaction.<ul><li>Use feedback from the department to improve processes.</li><li>Hit ROI targets.</li></ul></li><li> Continue to look for training opportunities for staff development- certifications programs, recurring annual training, etc.</li><li>Manage all risks associated with your department (fraud, cyber, reputational, monetary, CX, etc.)</li><li>Support other departments as needed to help accomplish our mission and our current goals. </li><li>Manage staffing levels and cross-train to ensure critical duties are covered and we are staffed effectively to meet the demand. </li></ul>Key Measures of Success <ul><li>Improved leadership effectiveness and accountability</li><li>Reduced executive time spent on unresolved people or training issues</li><li>Stronger succession pipelines and role readiness</li><li>Measurable improvements in performance, retention, and time‑to‑productivity</li><li>Clear linkage between training investment and enterprise results</li></ul>Qualifications Education/Experience:   <ul><li>Bachelor’s degree in Human Resources, Business Administration, or related field; or equivalent combination of education and relevant experience.</li><li>Strategic level HR Certification (such as SHRM-SCP or SPHR) strongly preferred, or equivalent senior-level HR and leadership experience with enterprise-wide people, talent, or workforce strategy. </li><li>Minimum of seven years of progressive HR experience, including senior leadership experience.</li><li>Strong background in performance management, organizational design, and training governance</li><li>Experience in regulated (such as banking or financial services) or complex environments preferred</li></ul> Skills and Abilities:   Adaptability: <ul><li>Able to adjust quickly to different work situations; remain composed under pressure and in stressful situations.</li></ul>Attention to Detail: <ul><li>Regard for important details to assure accuracy in every transaction performed; detect errors; follow through on corrections and details.</li></ul>Change Management:  <ul><li>Must embrace change and see change as opportunity. Must be willing to express and support management's ideas to affected staff.</li></ul>Customer Orientation: <ul><li>Respond sensitively to the needs and priorities of the customer (internal or external); recognize and take appropriate action to meet their needs; establish an effective working relationship with customers to gain their respect and loyalty.</li></ul>Oral/Written Communication: <ul><li>The ability to express thoughts and ideas in a clear and concise manner, both orally and in written form to a variety of audiences and to all levels of staff.</li></ul>Professionalism: <ul><li>Project a positive image of the bank to all internal and external customers.</li></ul>Time Management: <ul><li>Ability to effectively manage one’s time to complete work according to established deadlines.  The ability to prioritize tasks to make the best use of time for high priority tasks.</li></ul>Team Player: <ul><li>Must view oneself as part of an overall team.  This includes supporting others throughout the entire bank to achieve the overall goals of the bank.</li></ul>  Working Environment The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.   Travel:   Valid driver’s license required for travel to Bank offices, training sessions, customer meetings, Bank and community meetings, etc.     Physical Requirements The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.     This job description in no way states or implies that these are the only duties to be performed by the employee occupying this position.  Employees may be required to follow other job-related instructions and to perform other job-related duties as requested, subject to all applicable state and federal laws.  Certain job functions described herein may be subjected to possible modification in accordance with applicable state and federal laws.  There are different experiences that suggest other ways or circumstances where reasonable changes or accommodations are appropriate.  All activities, demands, conditions, and requirements are linked to duties and responsibilities.   Job Description subject to change at any time at the discretion of management.

Staffing Jobs in Argonne, MN

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Staffing Jobs in Argonne, MN

Travel Nurse RN - Case Manager - $2,240 per week in Medford, WI Core Medical Group

Recruitment Coordinator Marathon Cheese Corporation

Chief People Officer Prevail Bank

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