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Follow third party risk management requirements into category management, strategic sourcing, contracts and ongoing supplier relationship management. Strong category-specific knowledge and experience is essential among IT categories such as cloud services, software including SaaS, third party data, infrastructure and architecture, and among non-IT categories such as facilities, human resources, marketing and professional services.
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The Third-Party Partnerships team is focused on building, operating, and growing strategic partnerships with DSPs in coordination with our franchised Restaurant Operators to provide our Customers Chick-fil-A food when and where they want it.
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The Third-Party Monitoring (TPM) Expert will possess in-depth knowledge of humanitarian aid and development activities. The objective of USAID's Monitoring, Reporting, and Capacity Strengthening Contract for the Sahel (MRCS) is to establish and implement a third-party monitoring mechanism that is independent, impartial, responsive, contextualized, and forward-looking with operational support services.
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Photography/Videography: oversees asset database of approved images and ensures all image libraries are up to date, including hotel, enterprise and third party sites. ●Assist the Director of Marketing in preparation for all strategic meetings, including weekly and/or monthly hotel executive committee meetings, ownership reviews and corporate hotel reviews.
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Projects and areas of oversight will include Third-party risk management, Value management, Spend Analytics, E – Sourcing, organizational KPIs and ROI, training, change management, communication, business process architecture and related systems.
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Strong third-party negotiation strategy formulation and execution, Supplier / third-party management and development, The Supply Chain Manager is responsible for managing the end-to-end procurement process including category management, sourcing, negotiation, contracting and supplier performance management primarily for Marketing services.
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As a Business Analytics Lead within PNC's Enterprise Third Party Management organization, you can be based Pittsburgh, PA; Philadelphia, PA; Cleveland, OH; Gaitherburg, MD; Atlanta, GA; or Birmingham, AL.
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The Manager of Third-Party Risk Management is a career opportunity that will support the bank's continued growth through FinTech partnerships. This individual will help design the overall third-party risk management, assess risks associated with key partners and vendors, coordinate due diligence and ongoing oversight efforts, and develop management and board reporting materials to facilitate key governance routines.
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Operational Risk and Third-Party Reporting: Utilize previous knowledge and experience to build and analyze reports from the Governance, Risk and Control (GRC) system and Microsoft Power BI to support both the operational risk and third-party risk teams.
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Demonstrate strong understanding of Third Party Risk Management (TPRM) program and associated governance oversight including Issues management. 6+ years in core third party vendor risk management focused on assessment of information security controls, at least 2 years in a leadership role.
$103,000 - $174,200 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Support and improve key process controls, including identity and access management, threat and vulnerability management, incident management and response and third-party risk management.
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Maintain a thorough understanding of CNB's Internal Controls Management Policy and Standards, control testing methodologies, and related regulatory and compliance standards, including but not limited to enterprise risk management, data governance, third party risk management, model risk management, business continuity, fraud risk management, and associated regulations, guidance, and regulatory expectations.
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Acts as brand ambassador of the CoE by developing solid working relationships across the organization as to facilitate communication and strategic partnerships. Exhibit high attention to detail and strategic thinking in analyzing, aggregating, and articulating the results/issues of control testing activities and value-add opportunities for improvement of Key Controls to CNB Senior Management and other stakeholders.
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The Senior Tax Specialist is responsible for supervising the indirect tax compliance process in North America Tax Operations and managing third party staff resources for tax compliance and audits.
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Third-Party Risk Management Framework. As part of our ongoing commitment to maintaining the highest standards of security and risk management, we are seeking experienced and talented Third-Party Risk Manager to join our Cyber Risk Management team.
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third party strategic marketing jobs Title: specialist marketing
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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?!
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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.
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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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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.