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The purpose of the Director of Financial Planning & Analysis (FP&A) is to participate in the creation of the strategic financial plan of the organization and provide critical business analysis for mergers and acquisitions.
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The Director of Financial Planning & Analysis will take a holistic perspective that considers data, analytics and various dimensions of the business when approaching strategic business solutions.
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Develop annual goals and implement personal growth plans for TMHNA analysts · Support business case development for strategic projects requiring North American and TICO executive approval, e.g., mergers & acquisitions, IT investments, product development, capital projects, etc.
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Reporting to the Assistant Vice Chancellor – Budget, Planning and Analysis, the Senior Financial Analyst provides analytical, budget and accounting support for financial, budgeting, planning, and reporting activities for the Knoxville Campus and the UT Space Institute.
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Aids Player Development Coordinator with reporting, host performance analysis, quarterly commissions, and backup of duties as needed. Assist with Financial modeling reporting of industry and regional competitive intelligence, strategic planning, cash management and treasury related projects.
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Reporting to the Director of Financial Planning & Analysis, this specialized role will closely collaborate with the Go-To-Market (GTM) team, along with other departments, to support the company’s strategic objectives while keeping costs predictable.
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The Strategic Operating Platform will support production processes for generating the following business deliverables, 1) Forecasts that provide input for allowance setting, financial and operational planning, PnL calculations, Comprehensive Capital Analysis and Review (CCAR) submissions, and other business decision making, and 2) Assessment of model performance of forecasting against actual historical outcomes or comparison to benchmark models or external data.
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This person will be crucial in driving financial performance and strategic decision-making within our organization, Micro Motion is a ~$155 Mn Division forecasted to deliver double digit CAGR. The Senior Manager FP&A is a strategic Finance leadership position responsible for ensuring accurate financial records, financial planning and analysis, Strategic financial planning, annual financial planning & budgeting process, and monthly forecast schedule.
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Provides statistical analysis, modeling, and interpretation of data to support executive decision-making, institutional planning, and policy development. Strong technology skills, including advanced Excel skills and considerable experience with data extraction, data visualization, and statistical analysis software such as Argos, Tableau, Power BI, SQL, SPSS, and/or SAS. Experience in programming in SQL and/or collaborating with programmers to develop scripts to meet various mandated and ad hoc reporting needs.
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Reporting to the university librarian (UL) and with a dotted line to university development and alumni relation (UDAR), the executive director of development is a member of the Library Cabinet, its senior leadership team, with overall responsibility for leading and managing the library development office, including gift solicitation, constituent relations, prospect development, strategic planning, and advancement services.
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In partnership with university business managers and colleagues in the Finance Division, the VP will work with the Provost, the Vice Provost for Strategic Initiatives and Chief of Staff, the Vice Provost for Institutional Effectiveness and Planning, and the leadership of academic units to enhance communication and information sharing while enhancing a budget model that supports the university’s education and research mission.
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As a CBRE Strategic Occupancy Planner, you will provide space planning, data mining/analysis, reporting, and interpretation of space planning metrics in an effort to provide recommendations and proposed solutions for a client's occupancy needs.
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The Business Development, New Verticals role will lead how CHOOOSE expands into new verticals and shape the revenue strategy. What you bring to the table 5+ years demonstrated success in technical business development or management consulting – you can point to specific enterprise contracts that you originated and closed, and your customers would be eager to hold reference calls on your behalf.
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Utilize business, strategic, and analytical skills to perform tasks such as: financial modeling and analysis; operations and service strategy development, revenue growth; operational process and technology optimization; store labor planning and analysis; organizational design and assortment/inventory performance analysis.
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Account Planning Process Development: Collaborate with the Sales Planning & Strategy Director to define and refine the Account Planning Process using TPM, aligning it with our strategic objectives and best practices.
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strategic planning business development reporting and analysis jobs Company: Tandem Diabetes Care
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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.