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ICU RN

Weekly Pay: $1990 - $2461

Shift Details: 12 hour days

Job Order Details: Start Date 08/20/2026 End Date 11/14/2026 Duration 13 Week(s)

Required Certifications for Onboarding: 2-Hour Sexual Harassment Training - California, ACLS, Basic EKG - HSH Exam, BLS, California Behavioral Training - HSH Exam, Child Abuse - California - HSH exam, Core Mandatory Exam - Nursing, ICU Skills Checklist, Ishihara Compliant Color Vision Exam, National Patient Safety Goal Policy, NIHSS, OSHA for Healthcare Personnel, RN - ICU - HSH Exam, RN - ICU Pharmacology - HSH Exam, Workplace Violence Education - California - HSH Exam

Client Details: City Los Angeles State CA

Wound Care Rn Opportunity In Gardena, California

Zack Group is currently seeking Wound Care RNs for positions in Gardena, California. The ideal candidate will possess a current state or equivalent compact license. This is a 5x8 days, 06:00:00-14:00:00, 8.00-5 position in the Wound Care. Must have an active license in hand and have at least 2 years of recent Wound Care experience as an RN.

Requirements

• Current resume
• Active license as a Wound Care
• Current BLS and/or ACLS and/or specialty certifications for Wound Care
• 2 current leadership references
• Must be able to pass background/urine drug screening

Compensation and Benefits

We offer:

• Highly competitive pay rates
• Meals & Housing highest non-taxed available
• Day 1 health benefits package
• Weekly pay
• Teladoc, 401k and HRA/HSA
• Refer a friend and earn extra cash!

At Zack Group, we have your future in mind. It's our priority!

Director, Experience & Culture

The Director, Experience & Culture sets the company strategy and operating model for strengthening team member engagement, culture, and the day-to-day team member experience across National Veterinary Associates. Reporting to the VP, Talent & Organizational Effectiveness, this role serves as a strategic advisor to People, Field Operations, Medical, and business leaders and translates NVA's values and people priorities into scalable programs, leadership practices, and measurable workforce outcomes. The Director owns the company team member-listening architecture, culture activation roadmap, recognition and belonging strategy, and experience standards across key moments in the team member lifecycle.

Define and lead a multi-year Experience & Culture strategy aligned with NVA's business priorities, People strategy, values, and workforce needs across 1300 sites and the support center

Own the company team member-listening strategy, including annual engagement surveys, targeted pulse checks, lifecycle surveys, focus groups, qualitative listening, segmented insight generation, and action-planning governance

Establish the company culture and leadership-behavior framework, translating NVA's values into clear expectations, practical leader routines, team agreements, and consistent ways of working

Set experience standards across priority moments in the team member lifecycle, including onboarding, early tenure, role transitions, leadership changes, development, internal mobility, and exit

Develop the field activation model for Experience & Culture, including hospital playbooks, leader toolkits, site champion networks, implementation guidance, and targeted interventions for hospitals, regions, or functions showing engagement or retention risk

Integrate culture and team member-experience considerations into company transformations, acquisitions, operating-model changes, technology implementations, and major workforce initiatives; establish listening and adoption measures for affected populations

Lead NVA's inclusion, belonging, and community-building strategy, including ally and team member resource groups, to foster connection, representation, and an environment where all team members can thrive.

Lead, coach, and develop the Experience & Culture team; establish clear accountabilities, operating rhythms, and performance expectations

Manage the Experience & Culture operating plan, budget, technology, vendors, program governance, implementation risks, and measurement approach; evaluate program effectiveness and redirect investment when impact is not demonstrated

Three-year Experience & Culture strategy and annual operating plan approved, funded, and translated into clear company priorities, milestones, accountabilities, and outcome measures

Company team member-listening architecture implemented with annual survey, targeted pulses, lifecycle listening, segmented insight readouts, confidentiality standards, and action-planning governance across all divisions

NVA culture and leadership-behavior framework developed and embedded into onboarding, leadership development, performance expectations, recognition, communications, and team routines

Experience & Culture dashboard and quarterly executive review established with actionable trends, workforce risks, intervention priorities, and progress against company outcomes

Engagement index: year-over-year improvement in favorable responses on core engagement items at company, division, region, and hospital levels

Action-plan completion and effectiveness: percentage of required plans completed on time and measurable improvement in the priority items addressed

Priority-site recovery rate: percentage of identified hospitals or regions showing sustained improvement in engagement, leadership, wellbeing, or retention indicators following intervention

Recognition reach and participation: percentage of team members giving or receiving meaningful recognition and representation across roles, locations, and work schedules

Program adoption and impact: participation, completion, behavior change, and targeted workforce outcomes for culture, leadership, onboarding, wellbeing, and recognition programs

Team member confidence in follow-through: favorable response to whether leaders listen, communicate actions, and make meaningful improvements based on feedback

Internal: Chief People Officer; VP, Talent; People Leadership Team; People Business Partners (PBPs); Field Operations and Medical Operations leadership; Internal Communications; Learning & Development; Talent Management and Succession; People Operations; People Analytics and People Systems; Total Rewards and Benefits; Talent Acquisition; Inclusion & Belonging; Legal, Compliance, and Safety; M&A and Integration teams; and hospital leadership teams.

External: Engagement and pulse-survey platform vendors; recognition technology providers; wellbeing, mental-health, and team member-assistance partners; leadership-development and executive-coaching providers; culture and organizational-development consultants; facilitation and learning partners; employer-brand agencies; veterinary professional associations; and healthcare and workforce benchmarking organizations.

8+ years of progressive expertise in team member experience, engagement, organizational development, culture, change, talent management, people partnering, leadership development, or closely related People roles

Experience supporting large, multi-site, distributed, frontline-heavy organizations; veterinary services, healthcare, hospitality, retail health, or another clinical or service environment strongly preferred

Demonstrated experience developing and executing a company Experience & Culture strategy and translating broad priorities into scalable programs, field tools, governance, and sustained operating routines

Experience advising senior executives and influencing leaders across People, Operations, Medical, and other functions in a complex, matrixed organization

Experience integrating culture and team member experience into acquisitions, reorganizations, technology implementations, or other complex company transformations preferred

Exceptional executive communication, facilitation, storytelling, and data-to-insight skills, with the ability to simplify complex workforce issues for varied audiences

Bachelor's degree in People Management, Organizational Development, Industrial-Organizational Psychology, Communications, Business Administration, Healthcare Administration, or a related field required

Master's degree in Organizational Development, Industrial-Organizational Psychology, Business Administration, Healthcare Administration, or a related discipline preferred

SHRM-SCP, SPHR, or a comparable senior-level People certification preferred

Certification or demonstrated proficiency in Gallup, or a comparable tool preferred

Familiarity with People systems, analytics, learning, recognition, and workflow platforms such as Dayforce, or comparable systems preferred

Veterinary or clinical license is not required; familiarity with veterinary healthcare, clinical teams, or 24/7 care environments is strongly preferred

Job requirements, including essential job responsibilities, key deliverables and outcomes, and success metrics, are subject to change based on business needs

Compensation: FLSA Status: Exempt, Salaried Base Salary: $170,000-180,000 Annual Incentive Plan: 20%

Job Opportunity

This role is responsible for cultivating our client's presence in the market and growing business development opportunities with new clients with whom the company has not had previous significant contact. The successful candidate must have specific experience as an individual contributor selling BPO & Advisory services into the Hi-Tech client industries.

This is an individual contributor role with high visibility in the organization - Candidates with an entrepreneurial mindset and experience in Data & Analytics/SI/GSI/BPO, or SaaS/Software & Platforms will be a good fit for this role.

Must have 8 - 12 years experience as an individual contributor selling new business for a BPO and / or Top 10 Advisory Consulting firm with last few recent years focused on selling Consulting, Advisory, and BPO services into Hi-Tech clients. with deals equal to or greater than $5M ACV/ ARR.

Responsibilities

• Have big-deal experience the ideal candidate will have proven experience in closing deals with ACV > $5M and TCV > $ 10M selling BPO & Consulting services into Hi-Tech client industries.
• Be responsible for new logo hunting and the sales cycle from deal origination to closure (signed contract) and successful handover to the Account Manager subsequently.
• Bring an understanding of the North America sector marketplace and competitor offerings to drive the company's growth strategy and investments.
• Work closely with Industry Business Unit leads to work on targeted account strategies, agree on target logos, and pursue to deliver high value and high growth new logos.
• Build a predictable pipeline of new business to generate repeatable and profitable revenues across the various Business Units
• Execute go-to market plans via targeted campaigns and other sales channels including advisors, influencers, conference attendance, industry events, etc.
• Can effectively identify and translate client needs into the company service offerings. Develop an understanding of customers' business needs, matching them with the company capabilities, and developing winning proposals for the company.
• Be a key intermediary between the service delivery team and the customer.

Qualifications

• 8 - 12 years experience as an individual contributor selling new business for a BPO and / or Top 10 Advisory Consulting firm with last few recent years focused on selling Consulting, Advisory, and BPO services into Hi-Tech clients. with deals equal to or greater than $5M ACV/ ARR.
• Astute at identifying and qualifying leads, be able to develop strong relationships at potential client organizations and have the proven ability to convert these relationships into commercial engagements in situations where little to no previous relationship existed.
• Effectively and proactively managed client's expectations, built deep client partnerships, Broad functional knowledge within the North American BPO sector and able to connect with a variety of executive level stakeholders on their specific pain-points.
• Strong sales process and operations skills (pipeline management, forecasting, budgeting, etc.) Strategically minded and able to create a consultative and solution-minded sales environment. High-energy style who is motivated by winning.
• Demonstrated ability to work in a multicultural global environment.

Food Service Manager

The Food Service Manager is a management position responsible for developing and implementing dining solutions to meet customer needs and tastes. Oversees and manages dining operations where customers order prepared foods from a menu.

Job Responsibilities:

• Leadership: Use Aramark's coaching model to engage and develop team members to their fullest potential. Reward and recognize employees. Ensure individual and team performance meets objectives and client expectations. Plan and lead daily team briefings. Ensure safety and sanitation standards in all operations.
• Client Relationship: Identify client needs and communicate operational progress.
• Financial Performance: Ensure the completion and maintenance of P&L statements. Deliver client and company financial targets. Adopt all Aramark processes and systems, understand performance metrics, data, order and inventory trends; educate teams on key levers to improve margins.
• Productivity: Bring value through efficient operations, appropriate cost controls, and profit management. Follow the Operational Excellence fundamentals by meeting and maintaining food and labor initiatives. Ensure entire team is trained and able to implement. Supervise team regarding production, quality and control.
• Compliance: Maintain a safe and healthy environment for clients, customers and employees. Follow all applicable policies, rules and regulations, including but not limited to those relating to safety, health, wage and hour.

Additional Responsibilities:

• Lead the front of the house of the dining operation (Cafeteria/ Residential Dining Facility) in conjunction with the Food Service Director. Plans, directs, and coordinates food service activities in order to deliver a finished product to the customer.

Qualifications:

• Requires at least 1 year of experience. Requires at least 1 year of experience in a management role. Bachelor's degree or equivalent experience preferred. Strong interpersonal skills. Ability to maintain effective client and customer rapport for mutually beneficial business relationships. Ability to demonstrate excellent customer service using Aramark's standard service model. Ability to maintain an effective working relationship with other departments to a unified food service experience for all customers. Requires occasional lifting, carrying, pushing, and pulling up to 50 lb. Must be able to stand for extended periods of time.

Financial Advisor Opportunity

Join a financial services firm where your contributions are valued. Edward Jones is a Fortune 500 company where people come first. With over 9 million clients and 20,000 financial advisors across the U.S. and Canada, we're proud to be privately-owned, placing the focus on our clients rather than shareholder returns. Behind everything we do is our purpose: We partner for positive impact to improve the lives of our clients and colleagues, and together, better our communities and society. We are an innovative, flexible, and inclusive organization that attracts, develops, and inspires performance excellence and a sense of belonging. People are at the center of our partnership. Edward Jones associates are seen, heard, respected, and supported. This is what we believe makes us the best place to start or build your career.

If you find yourself at a professional crossroads, a career as a financial advisor may be the right change for you. Financial advisors partner with clients to help them achieve their long-term financial goals: retirement, building wealth, estate strategies, funding education and more. As a financial advisor with Edward Jones, you'll develop and grow your own practice, supported by your branch team, a home-office team and other regional financial advisors. You'll benefit from the experience that comes from 100 years of history. We're proud to have more offices in the U.S. and Canada than any other investment firm, serving over eight million clients. Our financial advisors are valued partners, and we credit much of our success to their unique experiences and professional backgrounds. We value an inclusive environment where everyone's different viewpoints help to achieve results. Financial advisors lead the branch team to serve clients and contribute to the firm's purpose. They deeply understand the client's goals and why they are important to accelerate trust and help them stay on track. Edward Jones helps you positively impact clients' lives and work together to achieve their long-term financial goals, enabling you to make a difference in your community.

We'll give you the support you need. Our team will be there every step of the way, providing:

• Paid training Get registered and licensed and learn how to be a financial advisor with the industry's top training program.
• Salary for the first five years as you begin to build your practice.
• A firm-provided branch office in the community.
• Branch office support to help lighten the load so you can focus on your clients.
• A support network that extends from your branch office to your region to the home office You'll work independently, but will have a team of thousands backing you every step of the way.

You can also expect

• No ceiling to your earning potential and growth, and your compensation is tied to the effort you put in.
• A compensation package that includes opportunities for commissions, profit sharing and incentive travel.
• The flexibility that you need to balance your personal and professional lives the best of both worlds.
• A culture of continuous improvement and professional development.

Key responsibilities include:

• Build relationships to create new clients via face-to-face and virtual sourcing strategies (residential, business, networking, introductions and referrals, social media, and speaking engagements).
• Deeply understand clients' and prospective clients' needs, priorities, and concerns to accelerate trust and create personalized, comprehensive strategies to help them achieve their goals.
• Oversee branch processes, roles, and responsibilities to ensure a high-quality, streamlined client experience consistent with firm policies and procedures, regulatory requirements, and ethical guidelines.
• Engage the branch team to create, monitor, and adjust the branch business plan to increase branch effectiveness and achieve desired business results.
• Create a highly engaging environment in the branch of mutual trust, respect, feedback and accountability.

Successful financial advisors demonstrate a unique combination of ambition, self-motivation, and commitment to establishing long-term client relationships. Financial advisors grow the business through identifying and creating new clients through initial discovery of financial goals and deepening relationships with existing clients by reviewing investment strategies and implementation recommendations. Financial advisors' earning potential is reflective of their performance.

What characteristics would make you a successful financial advisor?

• An interest in financial services/markets and how they work
• Love of learning and challenges, including determination to succeed
• Skilled in long-term relationship building
• Comfortable in your ability to think critically
• Passion for new opportunities

Can you see yourself

• Learning to be a financial advisor through our comprehensive training program?
• Delivering personalized investment and financial solutions to your clients?
• Taking ownership of your business's growth and success?
• Meeting professional and personal objectives as they relate to building your practice?
• Working in and positively impacting your local community?

Skills/Requirements Candidates should have at least one of the four qualifications bullets listed below:

• A bachelor's degree is strongly preferred or equivalent work-related experience within the securities/financial services industry
• Financial services and/or sales experience
• Financial services registration, licensing, or certification
• Professional and/or military career progression

Licensing:

• SIE (which can be obtained without Firm sponsorship), Series 7 and Series 66 will be required; if not currently registered, registrations may be obtained at Edward Jones during the assigned paid study period.
• FINRA registrations required within three months. State insurance licenses will be required.
• As an associate, you are required to complete ongoing training offered by the firm and regulatory authorities (FINRA and SEC), as well as required CE training to ensure licenses remain in good standing.

At Edward Jones, we are building a place where everyone feels like they belong. We're proud of our associates' contributions to the firm and the recognitions we have received.

Edward Jones does not discriminate on the basis of race, color, gender, religion, national origin, age, disability, sexual orientation, pregnancy, veteran status, genetic information or any other basis prohibited by applicable law.

Benefits: Edward Jones' compensation and benefits package includes medical and prescription drug, dental, vision, voluntary benefits (such as accident, hospital indemnity, and critical illness), disability income continuation, basic life, and basic AD&D coverage. Income continuation, basic life, and basic AD&D coverage are provided at no cost to financial advisors. Edward Jones offers a 401k retirement plan, and tax-advantaged accounts: health savings account and flexible spending account. Financial advisors enjoy flexibility in their schedule and, where required by applicable law, are eligible for paid sick leave and paid time off. Financial advisors may be eligible for bonuses; profit sharing; paid medical and parental leave for Financial Advisors that satisfy eligibility requirements; and participation in the firm's Travel Award Program. All associates are eligible for the firm's Employee Assistance Program. For more information on the Benefits available to financial advisors, please visit our benefits page.

Compensation: We know that building a business takes time, so we've built a new financial advisor compensation program that supports and rewards you as you learn the skills, systems and business practices you need to succeed in our client-first business model. The new financial advisor compensation program includes trainee pay, a supplemental salary for up to five years, commissions and compensation for new assets gathered for the first five years. For more information regarding compensation please click the link below. New Financial Advisors Compensation Supplemental Starting Salary Range $45,000 - $100,000

Manager

$64000 per year - $75000 per year

The manager is responsible for leading department-level restaurant operations; models and demonstrates leadership that is grounded in the Darden Core Values. Successful performance is measured by consistent delivery of balanced results through our systems, methods, and procedures from the perspective of all our stakeholders. This leads to sustained growth in sales and profits achieved through personal, people, business and results leadership.

Job Requirements

• A minimum of 2 years, current, salaried management experience in a high-volume upscale restaurant or high-end resort restaurant
• Strong passion for culinary excellence, wine knowledge, and guest service
• Proven ability to develop team
• Knowledge of systems, methods, and processes that contribute to great execution

Restaurant Managers receive competitive salary & quarterly bonus eligibility

Eligibility for medical, dental, and vision benefits

Company-paid Short-Term Disability and Life Insurance

2 weeks paid vacations and up to 5 flex days in your first year

Paid Family and Medical Leave (up to 2 weeks after 1 year of service)

After one year of service

Company 401(k) with a match up to 120% on the first 6% of salary

Company paid Retirement Plus Benefits

Darden Employee Stock Purchase program

Discount program for 1,000 of merchants