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Merchandise Planner, Global Merchandise Planning Calvin Klein Apparel. Experience: 3 to 5+ years of experience in a retail or wholesale environment, including time as a Planner, Buyer, or as Retail business analyst.
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DECISION MAKING: Must be able to make decisions quickly in an ever-changing environment; partner cross functionally with Global Merchandising, Global Merchandise Planning and Global regions and Regional channels to make decisions as needed.
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The Merchandise Planner will be key partner to Global Merchandising and Global regions/ Regional channels to understand and address product opportunities and challenges. Analyze selling performance across Global regions and Regional channels In-Season/Post-season business opportunity WTD/MTD selling analysis and share out QTD/STD selling hindsights Top line sales and sales trends.
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Drive weekly business discussions with Global Merchandising and Regional channels to analyze the business, digging deeper into selling trends. Set topline financial targets and provide planning guidance for all projections and buys to ensure proper penetration by product category and mix.
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The Merchandise Planning Manager will be owning the planning and business strategy for the Footwear and Accessories categories at Madewell. 7+ years of merchandise planning experience; a total of 5-7 years of related experience in allocation, merchandising, financial planning, strategy, or business analytics.
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We are now looking for Sr. Business Systems Analyst to join our IT Applications planning team. 3+ years of demonstrated ability with Anaplan software developing planning solutions in close collaboration with Business stakeholders, in the areas of Sales Operations Planning or Supply Chain Demand Planning in the High-Tech sector.
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As a Sales Planning Analyst, you'll be part of our North American commercial team working as a virtual employee. Sales Planning Analyst - Towson, MD, United States - Virtual.
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As the Financial Planning Analyst , you will be responsible for providing moderately complex accounting, financial reporting, planning and analysis of an organization's expenditures and initiatives.
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Job Title : SAP IBP Senior Analyst (Integrated Business Planning) Job Location : Renton, WA (Open for R emote) Job Type : Long Term Contract Job Description: Roles & Responsibilities: Ability to design, build, and configure SAP IBP applications to meet business process and application requirements.
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Oversees the selectionand implementation of software programs and hardware resources that meetthe business requirements providing analyst support from inception throughsystem implementation, as well as managing test planning and execution toensure that all requirements are satisfied.
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As a Senior Analyst for the Financial Planning & Analysis group, you would be a key contributor to the future success of the Financial Planning and Analysis team by providing a strong professional presence, technical expertise and a business/operational focus.
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The ERP Analyst reports directly to the Business Systems Manager and is tasked with developing, implementing, and supporting ERP systems of a high degree of complexity and scope. The City of Greeley is seeking an Enterprise Resource Planning (ERP) Analyst - Human Resources to join our Information Technology Department.
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SAP IBP Sr. Business Analyst - $160K - $205K. This involves collaboration with other SAP functional and development teams to design, develop, test, and implement appropriate configurations within SAP ECC PP, SAP APO, and SAP IBP to meet business requirements in the manufacturing area.
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The Senior Analyst of Financial Planning & Analysis is a critical position responsible for driving financial planning and analysis activities within Ferrara Candy Company (FCC). SAP and financial planning tools experience (Oracle EPM - EPBCS) is a plus.
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Assist Director of Sales and Channel Business Manager in creating deck presentations for customer meetings which includes providing high level data and business insights regarding current or future business trends.
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merchandise planning business analyst jobs Title: merchandise Company: Calvin Klein in Youngtown, Arizona
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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.
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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?
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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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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.