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Encourage and drive integration with internal partners (Strategy, Account, Creative, Project Management) to ensure full alignment. Experience working across various internal teams (Connections, Strategy, Account, Creative, Production) to both understand the overall plan/moving pieces and push the work where needed.
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This role will report directly to the Vice President of the NA VCA MSA + Fintech Team and partner closely with multiple stakeholders including VCA (e.g. Segments, Practices, and Strategy and Operations) and broader Visa Teams (e.g. Account Executives, Product Teams) to co-develop, implement, and deliver these new strategies, roadmaps, products and processes.
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Assists the City Planning Commissioner in establishing organizational strategy and policy within required legislative or executive limitations; modifies organization to achieve objectives. The Deputy Commissioner for Strategy reports to the Commissioner of City Planning.
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We do it every day with partners like Optum (UnitedHealth Group), Waymo (Google), Southern Company, SYLVANIA, EyeCare Partners, Synovus, and others. Expert knowledge of research tools like ComScore, SQAD, Simmons/MRI, Vivvix, Prisma etc.
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Developing R package and Shiny apps: Contribute to strategy of R programming innovation to support BDM analysis and reporting, such as R shiny apps for data surveillance, visualization, modeling and simulations, and safety signal detection.
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We focus on contributing to PwC’s value proposition of “strategy led and technology enabled”, by aligning our Consulting Solutions’ industry focus with the Microsoft technologies such as Dynamics 365, Azure, Power Platform and Power BI.
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Familiarity with international patent prosecution and global IP strategy is a plus. Work on global patent strategy by coordinating with foreign associates to ensure proper patent prosecution in jurisdictions outside of the U.S.
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Job Details: Job Overview: The Senior Principal Architect at Cubic Technology Systems is a key executive leader responsible for shaping and executing the company's overarching technology and architectural strategy.
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Marketing Strategy Development: Create and execute a comprehensive marketing strategy that supports the company's growth objectives, with a focus on customer acquisition, lead generation, and retention in the turf management space.
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The HR Manager is a business partner to operational leadership and is responsible for leading, implementing and executing the organization’s HR strategy, key projects, and initiatives within the facility/group.
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Our firm assists with quantification of risk and loss exposures, and provides advice on external business strategy, internal risk management, implications of mergers and acquisitions, and new product development.
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Alongside these, we have our corporate divisions: Digital & Technology, Finance, Global Corporate Marketing & Communications, Human Resources, Legal, Strategy and Direct to Consumer. We are on a journey to be 100 percent digital to meet the changing needs of the global population by developing a new strategy with ambitious targets.
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Primary Job Responsibilities Create and implement short-term and long-term data strategy roadmap to reflect Client strategic initiatives that comprises of Enterprise Data Warehouse, Data Marts, Operational Data Stores, Metadata, Master Data, and Big Data (Data Lake, Data Lakehouse.
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The director is expected to help execute the corporate security strategy with the CISO, Deputy CISO, security leadership and other senior security staffers and technologists. Preferable, but not required: CISSP, CISM, CRISC, CISA, GCIH, GCFA, GCFE.
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Developing and advising on risk operating models, data strategy, business and IT risk frameworks and compliance standards. Underpinned by technology, data, analytics, AI, change management, talent and sustainability capabilities, our Strategy & Consulting services help architect and accelerate all aspects of an organization’s total enterprise reinvention.
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strategy job Company: Pearson in Atlanta, CA, Canada
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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 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.
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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.
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If you’re like most of us, you’d love to be wealthier. Having more money would alleviate stress. It would make it easier to pay your bills and buy nicer things. Maybe it’d allow you to spend more time with your kids and go on more vacations. You’re not alone if you wish you could somehow earn a more significant income.