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The VP Sales Operations drives strategic analysis, execution, and organizational development to achieve financial and non-financial goals in addition to creating a lean mindset throughout the assigned region to improve safety, productivity and performance through standardization and process discipline.
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The Vice President Sales for HRO Comprehensive Services focuses functions essential to sales productivity, effectiveness, and sales and service alignment. A law firm in Atlanta, GA, is seeking a motivated and experienced Consumer Financial Services Litigation Counsel with a strong academic background and a minimum of 5 years of relevant law firm experience.
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Manage grant-making functions related to financial capability in the U.S., including proposal solicitation, intake, eligibility review, content review, notification, and stewardship. Collaborate with other FINRA departments to advance financial inclusion objectives across all aspects of the programs.
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The Senior Financial Analyst is also a finance partner to Operations, IT, Legal, Sales, Treasury, and Corporate and Regional Accounting Teams. Financial Systems such as Cognos Controller (or similar consolidation system), Cognos Planning or TM1, CargoWise One and JD Edwards preferred.
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This job exists to implement financing programs and solutions to stimulate sales in the territory through DFS. A key component of this job is to provide financial and lease training to Business Unit and Distributor sales teams.
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Preferred: Experience with Enterprise Planning and Reporting software, including Hyperion Planning, Hyperion Financial Management, and Oracle ePBCS. As an integral part of the Oracle EPM financial systems team, this role will own the monthly administration and routine maintenance, support the team on continual automation & enhancement, and system initiatives for Oracle EPM systems.
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Interact and support indirect tax discussions with cross functional teams such as Tax, IT, Purchasing, Sales, and Master Data. Understanding of key indirect tax processes and data drivers while possessing some industry background including retail, financial services, manufacturing and telecommunications.
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CBRE’s Financial Risk Management (FRM) function is responsible for monitoring financial internal controls including advising on projects that impact financial reporting. Reporting to the REI Lead Director, the FRM REI Senior Manager Lead will provide critical leadership for all internal controls over financial reporting activities related to REI. S/he will ensure further enhancement of the company’s financial reporting control framework in close cooperation with finance and operations, including reporting status and results to internal and external stakeholders.
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Demonstrated Audit QA experience within a financial service setting. Professional certifications: Certified Internal Auditor (CIA), Certified Information Systems Auditor (CISA), Certified Risk Management Assurance (CRMA) and/or Financial Risk Manager (FRM.
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Financial Analysis - Knowledge of the principles, methods, and techniques of financial analysis, forecasting, and modeling to interpret quantitative and qualitative data; includes data modeling, earned value management, and evaluating key financial indicators, trends, and historical data.
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The GFC Data Team is responsible for driving successful adoption of company's Data Management Policies and Financial Crimes Standard (FC standard) within GFC and ensure sustainable execution of the enterprise data strategy in support of critical business processes in Anti-Money Laundering (AML), Economic Sanctions and Financial Crimes Risk Management.
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The senior accountant will also be responsible for identifying and implementing enhancements to the financial reporting process through the use of technology including Workiva, Alteryx, Anaplan, and Tableau.
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HEI Hotels and Resorts is committed to providing a comprehensive benefit program that offers you choices for your physical, mental and financial wellness, creating value in your most important investment - you.
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This position will support the NAPA's financial planning & analysis of supplier rebates across a variety range of supplier rebate programs. This position will drive the effective tracking, reporting, and forecasting of "ASG" supplier rebates, National Ad, Sales Commissions and GAI rebate agreements and NAPA's fill rate compliance program based on negotiated contractual agreements with suppliers.
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These include: sales, hourly productivity average dollar sale (ADS), units per transaction (UPT) conversion (if applicable), charge accounts and contests, and any other brand specific KPI’s. Actively participate in all contests, promotions, and sales incentive programs.
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financial sales jobs Title: service associate Company: Morgan Stanley in Atlanta, GA
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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.