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10 years - Technical expertise, system administrator, GRC application Administrative, IT Governance, Risk Management, or Compliance (GRC) and IT, Risk Management, system support analyst.
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The Cyber Risk and Compliance Tool Administrator / IT Risk Analyst plays a critical role in maintaining and enhancing the IT risk management practice within Kroger. Cyber Risk and Compliance Tool Administrator / IT Risk Analyst.
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The Cyber Risk and Compliance Tool Administrator / IT Risk Analyst plays a critical role in maintaining and enhancing the IT risk management practice within our company. By cultivating strong working relationships with leaders across the enterprise, the Cyber Risk and Compliance Tool Administrator / IT Risk Analyst will conduct evaluations of the cyber risk posture and advise on strategies to reduce risk in line with established risk appetites.
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Please APPLY AT: The Financial Analyst is responsible for providing operational and analytical support for interest rate risk, liquidity risk, and credit risk. · Submit data files to various third parties on a monthly and quarterly basis; including the Federal Reserve and Federal Home Loan Bank which provide liquidity to the credit union and for asset liability management including hedge analytics and Interest rate risk reporting.
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The Red Gate Group is seeking a TS/SCI cleared Cyber Risk Analyst to support the Defense Threat Reduction Agency's (DTRA) Operations & Integration Directorate in Reston, VA. If you're ready to decipher the complexities of cyber threats and turn them into actionable plans for the DoD and the IC, join us, and play a pivotal role in safeguarding critical networks and systems.
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The Financial Credit Risk Analyst will assist the VP, Financial Credit Risk with managing the CECL estimate framework, while supporting credit risk reporting and analytics.
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As a Cyber-Risk Analyst on our team, youll use your experience to work with DoD programs to discover their cyber risks, understand policies, and develop a mitigation plan. Intelligent Waves is growing rapidly and has an outstanding new opportunity for a Cyber Risk Analyst on our team.
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Job DescriptionJob DescriptionDescription:Position: Risk Analyst Salary Range: $24.18 to $36.27 FLSA Classification: Non-ExemptFounded in 1958, Foothill is a not-for-profit, member-owned, $720 million-strong cooperative financial institution serving more than 30,000 members.
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Expert Vulnerability Analyst ( Third Party Vendor Risk Management ) Demonstrate strong understanding of Third Party Risk Management (TPRM) program and associated governance oversight including Issues management.
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Under the supervision of the Model Risk Manager, the Model Risk Analyst II will use quantitative expertise, critical thinking, problem solving, and analytical skills in the bank's Model Risk Management (MRM) program to ensure compliance with model risk governance policy and regulatory expectations.
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As a Third-Party Risk Management Purple Team Analyst, you will play a crucial role in enhancing the customer’s organization's overall cybersecurity posture by integrating with the third-party risk management team to evaluate critical supply chain vendors’ real-world cyber threats, evaluating their security controls, and collaborating with both the supplier and other cyber security functions.
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V-Soft Consulting is currently hiring for an IT Risk Management Analyst for our premier client in Bannockburn, Illinois. IT Risk Management Analyst. Support general IT Risk Management activities as needed.
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We are specifically seeking a seasoned Business Analyst with substantial experience in the downstream industry, particularly in Energy Trading and Risk Management (ETRM) systems. Proficient knowledge of Energy Trading and Risk Management (ETRM) systems and their practical applications.
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5+ years of professional experience including general IT/Business responsibilities, customer/third party interactions, Third Party Risk Management (TPRM), IT Security and contracts/legal. Familiarity with third party risk management platforms, such as CyberGRX.
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As a Risk Management Analyst at One Community Bank, you will play a crucial role in collaborating with key stakeholders such as the BSA & AML/OFAC Officer, EVP & Chief Risk Officer, and Compliance Officer.
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
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.