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Our next Digital Marketing Manager will need to optimize SEO/SEM strategy including keyword placement, ranking, PPC, CPA etc while also optimizing landing page findability, rankings and conversion to capture new leads and increase conversions.
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The Chief Data Officer (CDO) is a senior IT executive responsible for driving the organization's data strategy, governance, and utilization to enhance business outcomes. o Develop and implement a comprehensive data strategy aligned with Department of Aviation (DOA) goals and objectives, leveraging data as a strategic asset.
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Drawing on our expertise in strategy consulting, payments, macroeconomics, and data modeling, analytics and insights, Visa Consulting and Analytics collaborates and helps solve our client’s most strategic problems.
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In collaboration with the Prospect and Database Manager, ensure that donor data is recorded and tracked in Salesforce; manage campaign record keeping; Purpose Built supports 25 Network Members with pro-bono services, including one-on-one coaching and strategy support, a robust Community of Practice, racial equity programming, policy support, fundraising, and more.
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Slalom helps customers complete MuleSoft projects focused on API strategy and implementation, ERP and legacy application integration as well as data integration. They have a breadth of technical knowledge and experience, and an in-depth knowledge of MuleSoft (Anypoint Studio, DataWeave, Design Center, API Manager, Exchange, Connectors.
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The Manager, HR Analytics will focus on establishing reporting process, reports and dashboards focused on critical HR and Talent key performance indicators, that enable Human Resources to drive the organizational strategy forward.
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As the Performance Marketing Manager, you will develop and execute performance media strategies that drive digital subscription growth for the AJC. Collaborating with cross-functional teams, you will leverage your paid media expertise to optimize campaign performance, analyze data and contribute to our ambitious growth strategy.
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You'll engage in various fields, including Enterprise Security Strategy, Identity and Access Management, Data Protection and Governance, Portfolio Optimization and Rationalization, and GenAI Readiness.
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Continuous curiosity on alcohol / ARTD industry competition activities and strategy and trends in the category, identifying growth opportunities with the support of manager. Product Development; Chemistry; Leadership; Continual Improvement Process; Environmental Science; Researching; Microbiology; Project Management; Food Sciences; Food Technology; Communication; Laboratory Testing; Data Compilation; Quality Control (QC); Food Safety Management; Green Solutions; Sensory Testing.
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5 years of trade marketing, sales, merchant/buyer or customer investment/planning/strategy experience within the CPG industry. This position will analyze customer data and work closely with category partners to create value and provide Georgia-Pacific with a competitive advantage by understanding and developing new & existing relationships with the Customer to profitably anticipate and satisfy their needs.
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Strategic and Analytical: Experience with consumer research and data, including qualitative and quantitative testing. You will lead a team of product marketers to build the short and long-term go-to-market strategy for Mailchimp’s Technology Partnerships which will meet and exceed our goals as well as influence the future product development roadmap.
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The Growth Data & Strategy team is responsible for building the vision, driving data-driven programs, and defining tooling strategies to increase Sales, CS, and Account Management teams' efficiency and effectiveness and improve the experience of businesses that use Square's ecosystem of products.
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Leverage a combination of strong HRBP and People Operations tactical experience with the ability to help clients align HR strategy to business strategy. Develop and implement tools and programs to elevate People + Culture function, strategy, processes and programs in areas including performance, succession, people services, people analytics, talent acquisition, learning and development, total rewards, and employee experience.
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Greenberg Traurig (GT), a global law firm, has an exciting full-time employment opportunity for a Talent Services (HR) Business Partner (Manager) that can be based in our Orlando, Tallahassee, Atlanta, or Charlotte office.
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Must be a continuous learner who understands health care financing; strategy and operations for running a business unit(s); and effectively employ data and technology to support work processes and make decisions.
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data strategy manager jobs in Georgia
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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.
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.