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When our founders met at a sunny California diner, they came up with an idea to revolutionize the enterprise software market. The Enterprise Sales team at Workday helps the company to continue to grow by balancing integrity and innovation, ensuring Workmates have the environment to bring their best self, and get better by pushing and developing themselves and the Workmates around them.
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2+ years of research experience with a Master's degree in anthropology, sociology, psychology, human-computer interaction. Ph. D. in anthropology, sociology, psychology, human-computer interaction (preferred.
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This role will be a leading voice for shopper and diner strategies in Marketing, and a strong collaborator with Commercial partners in Channel Planning and Category Leadership to develop winning commercial strategies and thought leadership, driving Collaborative Business Planning and growth with Retail, Food Service and On-Premise customers.
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In this role, you will:Be a key leader focused on driving new business for WorkdayLead a team focused on driving complex sales cycles through orchestrating internal teams of pre-sales, value management, bid management, inside sales, marketing and sales supportUse your experience to lead, coach and mentor a field sales team for your assigned territory Employ effective selling strategies to successfully position Workday as a viable cloud partner of choice to alternative to legacy ERP solutions.
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About the RoleWe are looking for a Supply Chain (SCM) Implementation Consultant/Sr. Consultant (Healthcare) to join our consulting team. Prior experience with Supply Chain applications such as Workday, Oracle, PeopleSoft, Lawson, McKesson, Meditech, or similar.
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This will include demand generation, brand awareness, events, field marketing, web/online marketing, communications and creative services. You will work cross-functionally to align team members in the region that may have separate reporting lines including communications, digital, content and customer advocacy.
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Chick-fil-A, Inc., Founder S. Truett Cathy started the business in 1946, when he and his brother, Ben, opened an Atlanta diner known as The Dwarf Grill (later renamed The Dwarf House®). Chick-fil-A, Inc., Founder S. Truett Cathy started the business in 1946, when he and his brother, Ben, opened an Atlanta diner known as The Dwarf Grill (later renamed The Dwarf House.
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Indoor and outdoor oasis as well as The Diner Bar + The Grey Market, a street-side concept serving daily fare for locals, residents, and guests alike and helmed by award-winning Chef Mashama Bailey.
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Coordinate cross functionally with Workday’s internal teams (pre-sales, digital, value & bid-management, marketing, technical and sales support) Perform account planning for assigned accounts, coordinating with pre-sales and other resources to ensure strategic alignment.
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Perform ad hoc research as needed to fill shopper and diner knowledge gaps, applying both qualitative and quantitative methods. Partner with Marketing leadership to drive shopper-first insights and growth opportunities; enable brand equity building through strong shopper and diner strategies that drive recruitment and loyalty across portfolio and channels.
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The emotional connection Luby's has with its diner is unlike any other restaurant company in America, Luby's success is due, in part, to consistently serving good food at reasonable prices. Food To Go Server must accommodate guests needs in a courteous and timely manner by creating a great take out, curbside and third party delivery experience by taking, placing packaging, labeling bagging, receiving and ringing guests orders.
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About the RoleAs a product designer on the Research, Analytics, and Design (RAD) organization on the Connected Experiences (CXP) Design team you are organized, care about the details, and have a strong intellectual curiosity.
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4+ years with Java, JavaScript, and Kotlin or similar programming languages. 4+ years of hands-on QA test planning, execution, and automation with REST services. Experience with containerization tools such as Docker and Kubernetes.
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Our Industry Product Strategy team uses formal requirement analysis methods, such as quantitative research of markets and working with design partners and executive advisory councils, as well as less formal means of being involved in the market with sales and partners, to drive the market analysis and requirements definition, and craft the case for investments to guide Workday to the next frontier of growth.
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Co-creates development of Commercial and Portfolio insights learning plan and objectives with NAOU PS&HI Lead, global insights network and Commercial partners, identifying key knowledge gaps and insights-driven opportunities and threats for channels and evolving shopper/diner behaviors.
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diner job
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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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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.
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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.
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