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Account Manager / Client Services / client support / Analyst / registered paraplanner / CFP / FINRA / business manager / Client relationship manager / project manager / project management / retirement planning / banking / professional services / CPA / financial planner / financial analyst / Sales / account executive / key account manager / Broker / CExP / Certified Exit Planner / CLU / Chartered Life Underwriter / VP / Director / Vice President / Wealth Management.
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Our full range of advisory services includes strategic communications, investor relations, financial transactions and restructuring and interim management, management consulting, physical and cyber risk, organizational design, board and executive search, geopolitics and government affairs, corporate governance, ESG and DE&I.
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The Director, Financial Planning and Analysis (FP&A) works under the direction of the Vice President, Financial Planning & Analysis, and is responsible for leading a team of high performing analysts serving all aspects of the San Manuel business including; Slots and Table Game Operations, Hotel, Retail, Food & Beverage, Marketing, Guest Services and Executive Administration.
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The Director of Financial Planning & Analysis reports directly to the Vice President, Corporate Finance. 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 Trust Advisor takes the lead on trust administration and also serves as subject matter expert with regard to financial and retirement planning, estate planning, charitable gifting, business succession planning, and fiduciary tax planning issues.
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Reporting to the Provost, the Associate Vice Provost for Academic Budget and Financial Planning (AVP) provides strategic direction for managing the overall institutional budget, resource planning and administrative processes for the academic units reporting to the Provost’s Office, as well as developing financial models and providing budget guidance for academic strategic initiatives.
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The President/CEO/Executive Director role requires a uniquely qualified professional who is as comfortable being the “face” of the organization as they are completing financial analysis and strategic planning efforts that will ensure the Chamber continues to be successful for years to come.
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The Regional Vice President will work in a client-focused, team-centered environment in unison with Managing Directors to service the needs of the firms high net worth clients. The Regional Vice President is responsible for growing our RIA referral platform.
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Partner with the Vice President of Enrollment Management in strategic planning to develop financial aid packaging models to best meet enrollment, retention, and net tuition revenue goals.
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Job Title : Corporate Vice President (Corporate Development & Strategy) Modeling, projecting, and performing financial analysis of life insurance products profitability and distributable cash flows over the life of policies.
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Minimum 4 years' direct experience in financial planning & analysis, business analytics, and/or corporate or strategic finance. You will join the Bloomberg Media Financial Planning & Analysis team, ensuring precision in planning, reporting, and strategic decision making.
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Regional Vice President (Minneapolis/St. Paul) We connect the dots of our clients’ financial lives by unifying planning, investing, taxes, estate, insurance, trust, and more.
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Develop financial models and investment analysis using Intex, Trepp, and Bloomberg. Arena is looking to expand the Securities Trading Team through the addition of a Vice President.
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Partners with the Vice President Finance in the preparation of short- and long-range strategic plans, and monthly financial/operational reporting for various lines of business.
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Reporting to the Head of Investment Services of FDAM, the Vice President, Investment Operations will collaborate closely with the FDAM s leadership team to translate FDAM s mission and vision into an organization-wide capability-building investment operation initiatives.
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FEATURED BLOG POSTS
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.