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Strongly prefer completion of Third Party Risk Management (TPRM) trainings and one or more related certifications (e.g. CISA, CISSP or CTPRP). The Global Business Services (GBS) organization team leads the Enterprise Procurement practice as a partner with business and functional stakeholders to plan, select and contract with third-party suppliers, as well as to advance environmental/social/governance outcomes of supplier relationships and manage the supplier governance program, as well as to lead captive insurance company operations.
$109,120 - $163,680 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Arcadis is seeking a Deputy Third-Party Oversight and Outreach Manager for our Selma, CA location to work on the California High-Speed Rail project. The Deputy Third-Party Oversight and Outreach Manager will play a crucial role in supporting the Third-Party Oversight Manager to manage a team of Third-Party Coordinators.
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Initiates frequent huddles with hospital and Donor Network West staff to ensure that the Authorizing Party/Notifying Party is presented the opportunity for donation or donor designation notification in the most appropriate time frame and manner.
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Applied knowledge of technologies for data mapping, risk assessments, third party risk management, compliance tracking, security controls management. The ESOP stands as a compelling addition to our comprehensive compensation and Total Rewards benefits.
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Act as the Survey Party Chief, direct a survey assistant or other members of the survey crew and ensure efficiency and safety requirements are met in the field. Available benefits include health insurance, term life, disability, accidental death & dismemberment coverage, time off with pay (TOWP), 401k, and an Employee Stock Purchase Plan.
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Plan and execute client engagements focusing Operational Risk, Operational Resilience, Regulatory Compliance, Surveillance, Conduct Risk, Third Party Risk Assessments and other risk programs. Compensation & Benefits.
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The Bioinformatics Programmer will also evaluate third party tools, especially for Next Generation Sequencing, Natural Language Processing (NLP), text mining and information retrieval, for adaptation into and use in our system, under guidance from the Bioinformatics manager.
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ACAMS, CPA, CA, CMA, CIA, CFI, CFE, CRCP, CRCM and/or other relevant certifications, a plus. Our consultants work closely with our clients’ Compliance and Legal leadership teams, leading cross-functional initiatives around Compliance (e.g., AML, KYC, Sanctions), Data Privacy (e.g., GDPR, CCPA, LGPD), Legal Operations and Process and high-stakes projects.
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This implies, among others, writing software in Scala/Java, building data pipelines (Apache Spark, Apache Kafka), integrating with third-party applications, and interacting with cloud APIs (AWS, Azure, CloudFormation, Terraform.
$192,000 - $260,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Areas of interest would include Solar Asset construction, Third Party Ownership (“TPO”) of the assets, including solar asset leases and power purchase agreements (“PPA’s”), and Solar ITC Tax Equity transactions, including Joint Ventures and equity method accounting.
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Description The Post PTO (Permission to Operate) Success Manager is responsible for creating and executing the process for Homeowners to transfer the ownership or purchase their Third Party Owned (TPO) systems.
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Lead or participate in supervisory activities to evaluate the quality and effectiveness of WFC's non-financial risk management practices, such as operational risk governance, independent risk management, internal controls, vendor and third-party risk management, operational resiliency, and operational risk business processes, controls and technology, in relation to the inherent risks of the institution, supervisory expectations, and industry sound practices.
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Help maintain the Compliance Third-party Risk Management framework outlining minimum expectations / requirements. The CGR team has responsibility for the following: Policy Governance, Risk Assessment, Compliance Training, Compliance Risk Assessments, Third Party Risk Management, and Board Reporting.
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Develop and maintain documentation related to third-party risk management and customer security responses. Proven experience in third-party risk management and customer-facing security roles.
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Zenith American Solutions is the largest independent Third Party Administrator in the United States and currently operates over 40 offices nationwide. Thorough knowledge of health and/or welfare group benefits plans and associated administration systems.
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party job Title: benefits specialist payroll in San Francisco, CA
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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.
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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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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.