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The Business Development Officer (BDO) is an enthusiastic, highly motivated self-starter with a strong work ethic and intense focus on quality results. The BDO will focus on growing the business portfolio by seeking new business relationship opportunities in the community.
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Plante Moran, Crowe, RSM, Grant Thornton, BDO, Sikich, Forvis, Baker Tilly, Moss Adams, Cohn Reznik, Wipfli, Eisner Amper, Armanino, Citron Cooperman or any other top 40 nationally ranked firm.
$90,000 - $110,000 a yearExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Global BDO Strategy: Drive initiatives to enhance the harmonization and efficiency of drug development on a global scale, contributing to cost savings. We are seeking a Senior Biostatistician to spearhead intricate studies and entire drug projects with a focus on study design, data analysis, and result interpretation.
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Our philosophy for achieving this can be translated into the following : We are convinced that an Integrated approach with our client supported by a Tailor made intervention during which we are blending in with our client's team and making sure we always focus on pragmatism will ensure an optimal client's journey.
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Additional offerings include BDO Flex, Group Legal insurance, Pet insurance and Long-Term Care Insurance. Bachelor’s degree in Accounting, Finance, Economics, or Statistics, required OR Bachelor’s degree in other focus area and CPA certification, required.
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Lead the planning, analysis, and interpretation of integrated efficacy and safety data, ensuring consistency and scientific integrity throughout the drug project lifecycle. Drug Development Strategy: Offer strategic input into development plans to ensure alignment with product profiles and regulatory expectations.
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Operating with autonomy and minimal supervision, this role plays a pivotal part in shaping drug development plans, contributing to regulatory responses, and collaborating with global project teams, Health Authorities, and contract research organizations (CROs.
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Creates a strong business development focus for the BDO team on C & I companies with revenues greater than $5mm and on targeted key industries identified by Director of Retail and ensure that the BDO team consistently executes the business plan tactics to drive commercial non-int bearing deposits, other core commercial deposits, commercial loans and cash management fee income.
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PhD in Statistics or Biostatistics is preferred. Research statistical methodologies and address specific statistical challenges across all stages of drug development. Global Health Authority Interaction: Prepare and submit documents and responses to Health Authorities globally, representing the statistical function in meetings as necessary.
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Master's Degree in Statistics or Biostatistics is required. Ability to travel up to 20%, including international travel. Provide guidance on innovative study design while ensuring adherence to regulatory requirements across various regions.
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Study Design and Analysis: Take charge of statistical activities for highly complex studies or entire projects, serving as a statistical expert. Minimum of 7 years of relevant experience in the pharmaceutical industry.
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Provide guidance to CRO biostatisticians and programmers to maintain consistency and accuracy in data analysis. CRO/Vendor Oversight: Collaborate in selecting CROs, negotiating contracts, and overseeing their work to ensure high-quality deliverables within agreed timelines.
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Global BDO Strategy: Drive initiatives to enhance the harmonization and efficiency of drug development on a global scale, contributing to cost savings.
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BDO offers a competitive Total Rewards package that encompass so much more than – “traditional benefits”. BDO delivers assurance, tax, digital technology solutions and financial advisory services to clients throughout the country and around the globe.
$56,000 - $82,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Global BDO Strategy: Drive initiatives to enhance the harmonization and efficiency of drug development on a global scale, contributing to cost savings.
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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?
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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.
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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.