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5+ years successfully leading business strategy, corporate development projects. 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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This position will report to the Vice President of Corporate Development and is responsible for supporting the company’s strategy and corporate development initiatives. Developing presentation materials and models, reviewing key documents and agreements, and analyzing business cases and strategic growth strategies for LanzaTech’s worldwide business in biotech-based carbon capture and transformation.
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We are currently looking for a highly motivated Sr. Brand Manager, Enterprise Marketing Strategy in Richmond, VA, but are open to a remote working arrangement. Evolving business case and architectural blueprint for 3rd party integration into a central software system designed to track all marketing work (Azure DevOps) in collaboration with Enterprise Technology team.
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Is a subject matter expert for Compeer's lease pricing strategy and AgriBank's transfer pricing products. Bachelor's degree in finance, economics, statistics, mathematics, business administration, or related field or an equivalent combination of education and experience sufficient to perform the essential functions of the job.
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Creates and owns web strategy for assigned business units. Performs day-to-day update and maintenance of assigned business unit pages on compeer.com. Advanced understanding of product strategy, product development lifecycle, market, industry, and client goals.
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Collaborate with business leaders to understand specific challenges and opportunities, driving a cohesive and forward-thinking corporate strategy. If you are a strategic leader with an exemplary history in driving the development and implementation of strategic initiatives, skilled in crafting and executing robust M&A strategies and have a strong background in identifying and fostering strategic partnerships, we welcome you to apply for the role of Vice President Corporate Strategy.
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The Business Manager will report to the AVP for Finance within the Provost’s Office-Finance and Business Operations department with a dotted line to both the Business Director, Online Education Unit and Deputy Director for Security Policy Studies, Carnegie Institute for Strategy and Policy.
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The Senior Manager of Site Merchandising for eCommerce Site Merchandising- (Sports & Outdoors ) is a critical leader in shaping the customer site experience for a department within our Strategic Business Units (SBUs), overseeing everything from visual merchandising to content strategy to functionality and department-level campaign planning and execution.
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Creating an exemplary site experience for your department - You'll drive the holistic site strategy for a specific department within Strategic Business Unit (SBU), using customer insights to tell a cohesive story and create a seamless customer experience, overseeing visual site merchandising and content strategy, site functionality including navigation, hierarchy, search and browse, etc., new product on-boarding, and more.
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Minimum 5 years in a corporate/business strategy leadership role. As the Senior Director, Strategy ESS you will driving the strategic planning process (STRAP) to support the achievement of business growth objectives for ESS and its businesses.
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You will contribute to a digital-first, brand marketing content strategy to build brand identity and contribute to business growth through the creation and distribution of customer-centric content.
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This involves partnering with global, regional, and segment marketers, digital marketing & channel strategists, corporate communications leads, integrated marketing communications leads, and brand owners to create data-driven content strategies aligned to business goals.
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The Senior Manager, Content Strategy is a working manager and therefore defines content strategies and editorial calendars and executes the responsibilities of a brand and marketing writer.
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Management of PepsiCo Design and Innovation functions global strategic initiatives inclusive of building strategic frameworks and roadmaps, developing actionable solutions for business critical workstreams and facilitating the management of strategy projects.
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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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business strategy jobs Title: corporate strategy manager Company: Cvs Health
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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.