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Reporting to and serving as a critical strategic business partner to the Museum Director and in close collaboration with the Chief Operating Officer (COO) of the museum, the CFO leads the development of short and long-range financial plans to achieve the strategic goals of financial health and long-term sustainability.
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Worked in Chief Financial Officer, Managing Director, VP, Sr. VP, EVP, or C-level roles for a company involved in transmission utility or renewable energy operations.
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In collaboration with other campus partners, the Privacy Officer plays a key role in areas such as information security, data privacy classification, research compliance, vendor contract review, data access and deletion requests, records management, and website privacy.
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The Senior Compliance Internal Auditor’s role is to support the VP of Internal Auditor and Chief Compliance Officer and the Director of Internal Audit in identifying risk and managing audits over Patterns fast-growing business.
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What is Required: Bachelor's degree in the life sciences or a related technical area and 10+ years of experience negotiating and drafting complex IP and licensing agreements; or Juris Doctor (J.D.) and 5+ years of relevant experience; or an equivalent combination of education and experience.
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What We’re Looking For:We seek a trusts and estates attorney, or tax attorney with strong trusts and estates background, and 7-10 years’ law firm practice experience for the role of VP/Director, Global Families Institute.
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Our business is at a point where we’ve built a sticky product with high usage and retention that customers are willing to pay for. Work directly with the CEO (former leading salesperson at both Flexport and Uber) as a thought partner.
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Experience with compliance standards: NERC-CIP, SOX, TSA. The Cybersecurity function is led by PG&E's Senior VP and Chief Information Officer and is responsible for cybersecurity and risk management across the organization.
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Thenuka (CEO and Co-Founder): Thenuka was previously the founder at CEO at Flixed, which he bootstrapped to $2M+ in revenue almost exclusively using programmatic SEO. Prior to that he was an Entrepreneur-in-Residence at Hustle Fund and Chief of Staff to the COO at Pango, a cybersecurity company with $100M+ in annual revenue.
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We are looking for a Chief Information Security Officer (CISO) who will be responsible for providing executive leadership managing data and information risks related to product development, technology solutions, crisis management, governance risk, compliance and data privacy.
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This work-from-home position is ideal for anyone with a diverse professional background, including administrative assistants, data entry clerks and typists, customer service reps or drivers.
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A data-driven marketing strategist with the ability to translate insights (e.g. MMM results) into effect plants to deliver on business objectives (both short & long-term) THE ROLE: VP MARKETING Reporting to the CRO, the VP Marketing will serve as a key member of the Brand Impact Group Leadership Team (BIG LT) by building effective multi-year marketing plans that deliver on brand aspirations and business objectives.
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The Transmission Business Developer will direct the development and execution of a plan ensuring transmission expansion in California’s North Coast occurs in a manner and timescale that aligns with the needs of RWE’s Canopy Offshore Wind project.
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Act as a subject matter expert for the business and management on compliance-related matters in US, Canada, and Latin America. At least 10 years’ experience within regulated companies, in senior compliance role(s) with robust knowledge on Compliance topics (KYB / KYC, AML/CFT, Sanctions etc.
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What you'll need:7+ years of growth marketing experience (preferably in B2C, SEO, organic), with 3+ years managing all or part of a marketing team. This is a great opportunity for an analytical storyteller, someone comfortable with the messy nature of themes and language but precise about tracking, reporting, and making key decisions to help us grow.
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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.
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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.