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Jobs >> Browse Jobs >> Nursing >> Texas >> Huntsville

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Nursing jobs in Huntsville, TX

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CIGNA - Houston, TX
RN Nurse Case Manager - (Onsite) Metro / Central Houston, Texas','17009082','!*!Primary Function: Coordinate and manage relationships with participating provider practices.  Maintain detailed understanding of HEDIS / STAR performance measures. Develop and maintain a process to ensure all customers in participating provider practices meet all quality metrics.  Responsible for coordinating the delivery ..


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CIGNA - Houston, TX
LVN/LPN Precertification Nurse - Houston','17006789','!*!Position Summary: The Nurse is responsible for supporting the Medical Director and Director of Pre-Certification. Responsibilities include assuring health care services are available to Cigna HealthSpring members in an appropriate cost-effective manner and delivery of those services to promote healthy outcomes. Essential Duties and Responsibilities: • Responsibilities include collecting, analyzing, ..


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Licensed Vocational Nurse (LVN)/ Licensed Practical Nurse (LPN)
Huntsville, TX
Licensed Vocational Nurse (LVN)/ Licensed Practical Nurse (LPN)','!*!As a LPN/LVN in training, you will have a dramatic impact on patients and their families by ensuring the compassionate, professional delivery of all dialysis-related nursing services in an outpatient setting. You will provide the highest level of care to our patients and assure ..

Last verified - 44 day(s) 12 hour(s) ago



Clinical Nurse Manager (RN)(CN)
Huntsville, TX
Clinical Nurse Manager (RN)(CN)','!*!As a Clinical Coordinator at DaVita you will have the opportunity to excel as the superior dialysis nurse, mentor and clinical expert you are-and have a dramatic impact on the lives of our patients and their families.  In this vital Registered Nursing role, you will coordinate ESRD patient ..

Last verified - 44 day(s) 12 hour(s) ago



Kindred at Home NOW HIRING - Cargivers/PCAs/CNAs
New Waverly, TX
I believe that better care begins at home. Compassionate care, uncompromising service and clinical excellence – that’s what our patients have come to expect from our clinicians. Kindred at Home, a division of Kindred Healthcare Inc., is the nation’s leading provider of comprehensive home health, hospice, and non-medical home care services. ..

Last verified - 0 day(s) 19 hour(s) ago



Kindred at Home NOW HIRING - Cargivers/PCAs/CNAs
Connor, TX
Girling Community Care, an Affiliate of Kindred at Home, is currently seeking a Personal Care Attendant to work in the homes of elderly or disabled clients in Port O'Connor, TX You will assist the clients by: Preparing meals Shopping Assisting with personal care Running errands Performing light housekeeping Required Skills Qualifications: ..

Last verified - 0 day(s) 19 hour(s) ago



LVN Integrated Health Care #2241
Conroe, TX
Job Description: Tri-County Behavioral Healthcare is currently looking for a LVN IntegratedHealth Care in Conroe, TX. The LVN IntegratedHealth Care will: Provide comprehensive health assessments of patients in the Integrated Primary/Behavioral Health Care program Process the physician's orders for medication, labs and EKGs Prepare and maintain examination/treatment rooms Document assessment and care in compliance with standards of care and Tri-County policy Educate patients and their families on health-related issues Document patient communication and clincial treament accurately and appropriately Minimum Requirements: License to practice vocational nursing in the State of Texas 3 years of Nursingexperience with 1 year of public health experience required Computer competency and applicable comupter software proficiency Must have valid TDL and insurable through Tri-County Effective January 1, 2016, all Tri-County Behavioral Healthcare campuses are smoke free. Payscale: Starting at $39,229/yr 6 month increase to $40,523/yr 9 month increase to $41,861/yr NOTICE TO PROSPECTIVE EMPLOYEES Tri-County is an Equal Opportunity Employer and complies with all Federal and State laws pertaining to employment. Tri-County is committed to Affirmative Action and has an Affirmative Action Plan. The Texas Health and Safety Code, Section 533.007, allows Tri-County to check conviction records on applicants. Tri-County contracts with Pre-Check, Inc. to complete the following background checks in accordance with Texas State Health and Safety Code, Chapters 250-253: Criminal history check through the Texas Department of Public Safety (TXDPS), Employee Misconduct Registry (EMR), Nurse Aide Registry and for Medicaid and Medicare fraud. Tri-County will check the CARE System to determine if an applicant has a confirmed allegation of abuse, neglect or exploitation and will not hire any individual with a confirmed allegation. The Texas Administrative Code, Title 25, Chapter 414, Subsection K, has established the following list of offenses that are an absolute bar to employment: criminal homicide, kidnapping and unlawful restraint, indecency with a child, continued sexual abuse of young child or children, sexual assault, aggravated assault, injury to a child, elderly individual, or disabled individual, abandoning or endangering a child, aiding suicide, agreement to abduct from custody, sale or purchase of a child, arson; robbery, aggravated robbery, conviction under the laws of another state, federal law, or the Uniform Code of Military Justice for an offense containing elements that are substantially similar to the elements of an offense listed above, felony conviction for theft which occurred in the previous five (5) years, indecent exposure, improper relationship between educator and student, improper photography or visual reporting, deadly conduct, aggravated sexual assault, terroristic threat; online solicitation of a minor, money laundering, Medicaid fraud, Medicare fraud, cruelty to animals, false identification as a peace officer, disorderly conduct, and discharges of a firearm in a public place other than a public road or a sport shooting range, as defined by Section 250.001, Local Government Code. Offenses that are not an absolute bar to employment but may be considered a contraindication will also be considered during the pre-employment process. Tri-County will also complete a driver’s license check. All applicants, employees, contractors and volunteers will be checked prior to hire and monthly through the Texas Health and Human Services Commission Office of the Inspector General (OIG) List of Excluded Individuals. All applicants are required to successfully complete a drug screening and a physical agility test prior to new hire orientation. Applicants who are selected for a position in the Criminal Justice/Jail Diversion Department, TCOOMMI, and those who provide services to TCOOMMI, i.e., psychiatrists, nurses, etc., must have a Federal background check by fingerprinting through the FBI upon initial hire and annually thereafter. Applicants who have lived out of state for two or more years from the date of submission of this application must have a Federal background check by fingerprinting through the FBI if they are selected for a position. TRI-COUNTY’S POLICY OF DISPUTE RESOLUTION Consistent with the laws of the State of Texas, and notwithstanding any provision in an Arbitration Agreement, Tri-County's personnel rules, or any other writing that does not expressly purport to modify this specific Employee's employment at-will status, Employee's employment with Tri-County, regardless of specific job assignment, is, and shall remain, employment at-will. Accordingly, Employee has, and will have, the right to resign from Center's employment at any time, with or without notice, and with or without cause. Similarly, Tri-County may terminate Employee's employment at any time, with or without notice, and with or without cause. An Arbitration Agreement is not intended to, and does not alter Employee's at-will employment status with Tri-County. Employee's at-will employment with Tri-County may only be modified by a separate written agreement that specifically states intent to make that specific change and is signed by Employee and Tri-County’s Chief Executive Officer. Any controversy or dispute between Employee and Tri-County or any of its constituent members, employees, officers, agents, affiliates, or benefit plans, arising from or in any way related to Employee's employment by Tri-County, or the termination thereof, including but not limited to the construction or application of this Agreement, shall be resolved exclusively by final and binding single-person arbitration administered by the American Arbitration ("AAA") under its Employment Rules then applicable to the dispute as modified to limit any arbitration to 120 days and to limit discovery to two depositions per side, each no longer than three hours, and to preclude any written discovery beyond fifteen requests for production. Class and/or collective actions are waived and not permitted. Each Applicant must agree to arbitrate and to waive class and collective action participation and each Employee, without exception, must sign and agree to the termsof the Arbitration Agreement as a condition of employment with Tri-County. *Please print this page for a copy of this policy. Please also acknowledge below that you have read and received/printed a copy of this policy. POLICY ACKNOWLEDGEMENT I understand that, as a condition of my request that Tri-County consider my application and possibly hire me, I must agree to Tri-County's Policy of Dispute Resolution, which I understand requires that all disputes between applicants or employees and Tri-County, its constituent member entities, and/or its officials and/or employees must be resolved solely by arbitration, in accordance with Tri-County's Dispute Resolution Policy, a copy of which I have been provided with in this application and that such policy further requires I waive any right to participate in any class or collective action, either as representative or member and that, instead, I must resolve any dispute, as an applicant or employee, through a single-party arbitration under the specific terms and conditions set forth in Tri-County's Dispute Resolution Policy. I hereby acknowledge receipt of that Policy and agree to be bound by all of its terms in connection with the consideration of my application for employment and throughout my employment, including termination thereof, if I am hired. ..

Last verified - 1 day(s) 9 hour(s) ago


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Psychiatric Nursing Assistant #1972
Conroe, TX
Job Description: The Psychiatric Nursing Assistant will assistant patients at the Psychiatric Emergency Treatment Center (PETC). The essential job functions are: Initiates client care and assists with ADL's as indicated, Completes client rounds Engages patients in recreational activities Assists in crisis stabilization of psychiatric patients Some weekend and/or holiday shifts may be required Requirements: High School Diploma or GED 1 year in mental health field preferred Must have a valid Texas drivers license and be insurable through Tri-County Effective January 1, 2016, all Tri-County Behavioral Healthcare campuses are smoke free. Pay scale: $12.58/hr. shift differential Weekday nights: $13.63/hr. Weekend days: $13.63/hr. Weekend nights: $14.68/hr. Notice to Prospective Employees **MEMBERS ONLY**SIGN UP NOW*** is an Equal Opportunity Employer and complies with all Federal and State laws pertaining to employment. **MEMBERS ONLY**SIGN UP NOW*** is committed to Affirmative Action and has an Affirmative Action Plan. The Texas Health and Safety Code, Section 533.007, allows Tri-County to check conviction records on applicants. **MEMBERS ONLY**SIGN UP NOW*** contracts with Pre-Check, Inc. to complete the following background checks in accordance with Texas State Health and Safety Code, Chapters 250-253: Criminal history check through the Texas Department of Public Safety (TXDPS), Employee Misconduct Registry (EMR), Nurse Aide Registry and for Medicaid and Medicare fraud. **MEMBERS ONLY**SIGN UP NOW*** will check the CARE System to determine if an applicant has a confirmed allegation of abuse, neglect or exploitation and will not hire any individual with a confirmed allegation. The Texas Administrative Code, Title 25, Chapter 414, Subsection K, has established the following list of offenses that are an absolute bar to employment: criminal homicide, kidnapping and unlawful restraint, indecency with a child, continued sexual abuse of young child or children, sexual assault, aggravated assault, injury to a child, elderly individual, or disabled individual, abandoning or endangering a child, aiding suicide, agreement to abduct from custody, sale or purchase of a child, arson; robbery, aggravated robbery, conviction under the laws of another state, federal law, or the Uniform Code of Military Justice for an offense containing elements that are substantially similar to the elements of an offense listed above, felony conviction for theft which occurred in the previous five (5) years, indecent exposure, improper relationship between educator and student, improper photography or visual reporting, deadly conduct, aggravated sexual assault, terroristic threat; online solicitation of a minor, money laundering, Medicaid fraud, Medicare fraud, cruelty to animals, false identification as a peace officer, disorderly conduct, and discharges of a firearm in a public place other than a public road or a sport shooting range, as defined by Section 250.001, Local Government Code. Offenses that are not an absolute bar to employment but may be considered a contraindication will also be considered during the pre-employment process. Tri-County will also complete a driver’s license check. All applicants, employees, contractors and volunteers will be checked prior to hire and monthly through the Texas Health and Human Services Commission Office of the Inspector General (OIG) List of Excluded Individuals. All applicants are required to successfully complete a drug screening and a physical agility test prior to new hire orientation. Applicants who are selected for a position in the Criminal Justice/Jail Diversion Department, TCOOMMI, and those who provide services to TCOOMMI, i.e., psychiatrists, nurses, etc., must have a Federal background check by fingerprinting through the FBI upon initial hire and annually thereafter. Applicants who have lived out of state for two or more years from the date of submission of this application must have a Federal background check by fingerprinting through the FBI if they are selected for a position...

Last verified - 1 day(s) 9 hour(s) ago



IR RN, Interventional Radiology Registered Nurse
Conroe, TX
This Hospital is where high-quality care meets the comfort and convenience of a hospital close to home. They have been meeting the healthcare needs of the Montgomery County region for more than 75 years.Qualifications• BLS • 1-2 Years of IR experience- • 2 years of ICU experience • TX nursing license ..

Last verified - 1 day(s) 1 hour(s) ago



Registered Nurse (RN) (PRN) Intermediate Medical Unit (IMU)
Conroe, TX
Registered Nurse (RN) (PRN) Intermediate Medical Unit (IMU)','06437-69508','United States-Texas-Conroe-Conroe Regional Medical Center - Conroe','PRN/Per Diem','Nursing - Professional','!*! Conroe Regional Medical Center – Conroe, TX   Unit: Intermediate Medical Unit Shift: PRN   Conroe Regional Medical Center, where high-quality care meets the comfort and convenience of a hospital close to home. We have been ..

Last verified - 1 day(s) 0 hour(s) ago



Registered Nurse (RN) PRN #2000
Conroe, TX
Job Description: Tri-County Behavioral Healthcare is seeking a Registered Nurse (RN) PRN to help provide crisis stabilization services to our clients in the Psychiatric Emergency Treatment Center (PETC). The RN will utilize the nursing process to ensure safety and competent quality patient care. The essential job functions are: Provides comprehensive assessments of patients in crisis residential unit. Provides supervision to Licensed Vocational Nurses (LVNs) and other staff on the unit. Participates in the management of client behaviors. Minimum Requirements: Requires license as an Registered Nurse (RN) in the State of Texas. Psychiatric nursing experience preferred. Non-smokers strongly preferred. Effective January 1, 2017, all Tri-County Behavioral Healthcare campuses are smoke free. Payscale: $31.11/HrPlus Shift Differential Employee Benefits **MEMBERS ONLY**SIGN UP NOW*** NOTICE TO PROSPECTIVE EMPLOYEES Tri-County is an Equal Opportunity Employer and complies with all Federal and State laws pertaining to employment. Tri-County is committed to Affirmative Action and has an Affirmative Action Plan. The Texas Health and Safety Code, Section 533.007, allows Tri-County to check conviction records on applicants. Tri-County contracts with Pre-Check, Inc. to complete the following background checks in accordance with Texas State Health and Safety Code, Chapters 250-253: Criminal history check through the Texas Department of Public Safety (TXDPS), Employee Misconduct Registry (EMR), Nurse Aide Registry and for Medicaid and Medicare fraud. Tri-County will check the CARE System to determine if an applicant has a confirmed allegation of abuse, neglect or exploitation and will not hire any individual with a confirmed allegation. The Texas Administrative Code, Title 25, Chapter 414, Subsection K, has established the following list of offenses that are an absolute bar to employment: criminal homicide, kidnapping and unlawful restraint, indecency with a child, continued sexual abuse of young child or children, sexual assault, aggravated assault, injury to a child, elderly individual, or disabled individual, abandoning or endangering a child, aiding suicide, agreement to abduct from custody, sale or purchase of a child, arson; robbery, aggravated robbery, conviction under the laws of another state, federal law, or the Uniform Code of Military Justice for an offense containing elements that are substantially similar to the elements of an offense listed above, felony conviction for theft which occurred in the previous five (5) years, indecent exposure, improper relationship between educator and student, improper photography or visual reporting, deadly conduct, aggravated sexual assault, terroristic threat; online solicitation of a minor, money laundering, Medicaid fraud, Medicare fraud, cruelty to animals, false identification as a peace officer, disorderly conduct, and discharges of a firearm in a public place other than a public road or a sport shooting range, as defined by Section 250.001, Local Government Code. Offenses that are not an absolute bar to employment but may be considered a contraindication will also be considered during the pre-employment process. Tri-County will also complete a driver’s license check. All applicants, employees, contractors and volunteers will be checked prior to hire and monthly through the Texas Health and Human Services Commission Office of the Inspector General (OIG) List of Excluded Individuals. All applicants are required to successfully complete a drug screening and a physical agility test prior to new hire orientation. Applicants who are selected for a position in the Criminal Justice/Jail Diversion Department, TCOOMMI, and those who provide services to TCOOMMI, i.e., psychiatrists, nurses, etc., must have a Federal background check by fingerprinting through the FBI upon initial hire and annually thereafter. Applicants who have lived out of state for two or more years from the date of submission of this application must have a Federal background check by fingerprinting through the FBI if they are selected for a position. TRI-COUNTY’S POLICY OF DISPUTE RESOLUTION Consistent with the laws of the State of Texas, and notwithstanding any provision in an Arbitration Agreement, Tri-County's personnel rules, or any other writing that does not expressly purport to modify this specific Employee's employment at-will status, Employee's employment with Tri-County, regardless of specific job assignment, is, and shall remain, employment at-will. Accordingly, Employee has, and will have, the right to resign from Center's employment at any time, with or without notice, and with or without cause. Similarly, Tri-County may terminate Employee's employment at any time, with or without notice, and with or without cause. An Arbitration Agreement is not intended to, and does not alter Employee's at-will employment status with Tri-County. Employee's at-will employment with Tri-County may only be modified by a separate written agreement that specifically states intent to make that specific change and is signed by Employee and Tri-County’s Chief Executive Officer. Any controversy or dispute between Employee and Tri-County or any of its constituent members, employees, officers, agents, affiliates, or benefit plans, arising from or in any way related to Employee's employment by Tri-County, or the termination thereof, including but not limited to the construction or application of this Agreement, shall be resolved exclusively by final and binding single-person arbitration administered by the American Arbitration ("AAA") under its Employment Rules then applicable to the dispute as modified to limit any arbitration to 120 days and to limit discovery to two depositions per side, each no longer than three hours, and to preclude any written discovery beyond fifteen requests for production. Class and/or collective actions are waived and not permitted. Each Applicant must agree to arbitrate and to waive class and collective action participation and each Employee, without exception, must sign and agree to the termsof the Arbitration Agreement as a condition of employment with Tri-County. *Please print this page for a copy of this policy. Please also acknowledge below that you have read and received/printed a copy of this policy. POLICY ACKNOWLEDGEMENT I understand that, as a condition of my request that Tri-County consider my application and possibly hire me, I must agree to Tri-County's Policy of Dispute Resolution, which I understand requires that all disputes between applicants or employees and Tri-County, its constituent member entities, and/or its officials and/or employees must be resolved solely by arbitration, in accordance with Tri-County's Dispute Resolution Policy, a copy of which I have been provided with in this application and that such policy further requires I waive any right to participate in any class or collective action, either as representative or member and that, instead, I must resolve any dispute, as an applicant or employee, through a single-party arbitration under the specific terms and conditions set forth in Tri-County's Dispute Resolution Policy. I hereby acknowledge receipt of that Policy and agree to be bound by all of its terms in connection with the consideration of my application for employment and throughout my employment, including termination thereof, if I am hired. ..

Last verified - 1 day(s) 9 hour(s) ago



LPN/LVN
Conroe, TX
LPN/LVN','1723075','!*!The Licensed Practical Nurse/Licensed Vocational Nurse performs a range of assigned nursing tasks and procedures under the supervision of a Registered Nurse.  In addition the position is responsible for: Providing direct patient care to inpatients Observing patient behavior, vital signs, symptoms, responses to treatment and reports findings to Registered Nurse Carrying ..

Last verified - 0 day(s) 12 hour(s) ago


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