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At Genworth, we empower families to navigate the aging journey with confidence.
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P&C Actuary Consulting Manager Deloitte Consulting's Human Capital practice is a leading global advisor and implementation partner working with companies, governments, and organizations around the world.
$131,175 - $218,625 a yearFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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This position is a key role within the valuation function of the organization and may have appointed actuary responsibilities. Experience with actuarial modelling systems, preferably GGY-AXIS, MG-ALFA, and CASE.
$150,000 - $200,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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RGA’s culture stresses high performance and collaboration.
$82,790 - $124,985 a yearFull-timeExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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Develops and presents training on key legal and industry issues/trends for the financial lines team (claims, underwriting, product and actuary). Partners with underwriters, product counsel and actuary to effectively respond to policy wording and/or claim related inquiries.
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The Actuarial Development Program is open to recent graduates and individuals looking to start their career as an Actuary. Previous internship in actuary science or related field. Participants rotate to a new area every 18 to 24 months to gain experience with valuation, pricing and product development, asset/liability management, risk management, modeling, and financial reporting.
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Active CPA, FSA, ASA, Enrolled Actuary, SPHR, Member of the Bar, JD, Chartered Financial Analyst, or Certified Equity Professional, preferred. Active CPA, FSA, ASA, Enrolled Actuary, SPHR, Member of the Bar, JD, Chartered Financial Analyst, or Certified Equity Professional, preferred.
$76,000 - $160,000 a yearFull-timeExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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The Actuary, General may be responsible for any combination of valuation, pricing, analytics, forecasting, risk, compliance, and operations. The Actuary provides actuarial support across a broad range of actuarial and business needs for specific product lines.
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You will learn the principles of claims, credit, actuary, compliance and reinsurance. Learn the principles of claims, credit, actuary, compliance and reinsurance. You will learn the principles of claims, credit, actuary, compliance and reinsurance.
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We have a great opportunity for an Analyst, Actuary! Job Title: Actuary Analyst. Support for you and your family: Family resources, EAP counseling sessions, access Headspace®, backup child and elder care, maternity/paternity leave and more.
$60,002 - $95,400 a yearFull-timeExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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You will work collaboratively across business units including but not limited to; claims, finance, risk engineering, actuary, and technical underwriting while gaining extensive knowledge in a growing and innovative industry.
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A Workforce in Transactions Manager is responsible for managing as well as conducting human resources due diligence and integration services on mergers, acquisitions, spin-offs and dispositions working with a mixture of both private equity and corporate clients.
$76,000 - $160,000 a yearFull-timeExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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Reviewing the accounting and reporting of global pension liabilities, including coordination with worldwide controllers and external actuary specialists. Assisting in complex, non-routine accounting and reporting transactions and projects such as acquisitions and divestitures; exit and disposal activities; complex sales and procurement contracts; impairment analyses of goodwill and long-lived assets; revenue recognition; lease classification; and a variety of consolidation topics.
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We are proud to be one of Greater Toronto’s Top Employers and to have received Insurance Business Canada’s 5-Star Diversity, Equity and Inclusion Award. We are a leading provider of commercial property-casualty insurance solutions and a wide range of risk management products and services for businesses and individuals.
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JCW is currently recruiting on behalf of a rapidly growing Property & Casualty Insurance Company who are looking to add an associate actuary. Actively pursuing ACAS/FCAS designation; ACAS or FCAS preferred.
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actuary job
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The Effects of Workplace Racism and Sexism
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?
When Rage Applying Strikes: How to Identify Unserious Candidates
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.
How to Increase Job Ad Exposure
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.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.