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Corporate Strategy - Data Scientist - Business Analytics. This is a senior level professional with Golden 1 Credit Union, and you will work with leadership or other analysts on highly complex analysis that impact corporate strategy using our data.
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The Sr Director, Strategy and Marketing, has responsibility for driving growth for the division by defining strategy, performing business development and delivering divisional marketing through collaboration with the commercial and business unit marketing teams.
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Own the strategy and operations for a Value-Added-Service (VAS) product that yields hundreds of millions in revenue each year. The Customer Retention Department is unique in that it has elements of marketing, operations, strategy, and analytics.
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Where appropriate, lead the Business Analysts to develop and maintain operational dashboards for SCRI key performance indicators for both Strategy and Operations. The Senior Manager of Strategy & Transformation is responsible for leading, facilitating and driving the strategic initiatives at SCRI. The Senior Manager will lead a team of internal consultants and/or business analysts to implement enterprise level initiatives to increase growth, market share, customer & employee satisfaction, improve business key performance indicators and to deliver on key strategies of the organization.
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Implement risk strategies using Experian PowerCurve Strategy Design Studio (SDS) or FICO Strategy Advisor for multiple business portfolios. Minimum of 4+ years of experience using data manipulation tools such as SAS, SQL, R, or Python, Business Objects, or other tools to query large databases and manipulate large data files.
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This individual will work with teams inside and outside of Human Resources in order to gain strong comprehension and in turn contribute to other U-Haul programs, supporting those goals and company strategy.
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Minimum of 4+ years of experience with credit risk management solutions preferred, (i.e., Experian PowerCurve, FICO - ACS, TRIAD, or Strategy Director.) The Card Risk Strategy Implementation Manager is responsible for the implementation of more complex credit risk strategies for the credit card portfolio.
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Works upstream with Zenith and client leadership to inform briefs and business priorities with culturally-relevant consumer and business insights for application in media strategy development, execution, and measurement.
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The E2E Associate Strateg y Director will work closely with the E2E Strategy Director, Category Lead, Integration Lead, Creative Strategist, Category Insights Leader and the PMO , to deliver brilliant ideas and inspired thinking to the help solve the client's business challenges.
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We are a well-established independent agency and thriving music business, built to help ambitious brands harness the power of culture to solve their biggest challenges. A diverse background of strategic skills and disciplines (ie., consumer research, social strategy, comms planning.
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In this role, you will evaluate current market analysis and trends to ensure plans remain competitive and aligned to our HR strategy and business requirements. Complete periodic market data analysis and adjust design and strategy, accordingly, ensuring programs attract and retain key talent while supporting our business and managing risk appropriately.
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Master’s degree plus two years of experience in business operations, ticket sales, sales operations, data management, or customer relationship management (CRM) systems. Bachelor’s degree plus four years of experience in business operations, ticket sales, sales operations, data management, or customer relationship management (CRM) systems.
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The Senior Human Resource Business Partner (HRBP) will act as a consultant and partner to leadership teams in driving the strategy, culture, and core values of WSFS through people practices and programs.
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Work seamlessly and collaboratively across business units (including public affairs, corporate communications, and paid media) both within DDC and across Omnicom's Public Relations Group, with diverse stakeholders and objectives, always with an eye towards how we can expand and enhance our engagements with existing clients through external communications.
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The individual in this role will partner with Client, Strategy & Planning, Investment, Data & Analytics, Content, Commerce, and other Leadership to address critical needs from a diverse consumer standpoint to drive business growth via bespoke solutions.
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business strategy jobs Title: operations and strategy Company: Amazon
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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.