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This role is also eligible to earn performance based incentive compensation, which may include cash bonus(es) and/or long term incentives (LTI). At Capital One, you will be a vital contributing member to a tiger team responsible for identifying cybersecurity gaps and seams and solutions on how to address them, to include highlighting the need for new or enhanced projects that create business value and reduce critical cyber risk.
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Master s degree in human resources, business, public administration, sociology, political science or labor relations OR, Juris Doctor degree. The position will also assist the Chief Human Resources Officer in the development and execution of HR strategies that align with Cook County s overall business goals and other executive functions to ensure adherence to County policies.
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Experience with Public, Private and Hybrid Cloud strategies by taking into consideration offerings from large Hyperscalers (AWS, Azure, GCP) and SIs around Compute, Storage and Back-Up, Network and Security, Business Continuity and Disaster Recovery.
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Beyond Base Pay, FBN also offers all full-time/permanent employees competitive total compensation packages that include equity compensation, paid holidays plus an additional floating holiday, work flexibility including paid time off and remote work if your role is eligible, parental leave, benefits including but not limited to: medical, dental, vision, wellbeing, short & long term disability, life insurance, 401k, HSA employer contributions, and more.
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Strategic Partnership: Work with a team of agency-centric sellers (Business Development – Agency), Sales Strategy team members, and others, on in-market narratives and bespoke pitch development for meetings; project manage entire process from concept to completion.
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Bachelor’s degree in Finance or Economics, Accounting, Business or Business Administration, Mathematics or equivalent combination of education and experience required; Preferred: CPA, MBA; MPA, Law, or Master’s in Finance with business experience or other related professional fields.
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Stay educated on rapidly changing Casualty market trends assuring Swiss Re's Casualty underwriting strategy remains current. At Swiss Re, we take a "total compensation approach" when making compensation decisions.
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Drive and support monthly reporting and analysis of financial results to FCC leadership including preparation of monthly operating review materials, quarterly lender call materials, annual incentive and business metrics tracking, and other ad hoc reporting.
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The amount and availability of any bonus, commission, incentive, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole and absolute discretion unless and until paid and may be modified at the Company’s sole and absolute discretion, consistent with applicable law.
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Strategic Leadership: Collaborate with the Digital Core ERP, and Edge technology leadership within Mars Snacking as well as across Mars Inc. and own the charter to lead and drive the multi-year roadmap to transform and build the next generation of Mars Snacking SAP S4 data management ecosystem aligned to the broader Enterprise Data Strategy, Digital Core, and D30 business objectives and value targets.
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This compensation range is specific to New York City, Jersey City, California, Colorado and Washington State and takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs.
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Global PMI Senior Business Manager (Major): You will be responsible for managing BCG’s North America Transactions & Integrations business, the hub for the firm’s Mergers & Acquisitions (M&A), Carve-Out (C-O) and Post-Merger Integration (PMI) expertise within the Corporate Finance & Strategy (CFS) Practice Area (PA.
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Bel, makers of iconic brands including Babybel, The Laughing Cow, Boursin, and GoGo Squeez, and more, is a growing global company that values your contributions, strives to create a sense of belonging for everyone and offers career growth and development opportunities, as well as competitive total compensation and meaningful well-being benefits from day one.
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Work with Digital Director to develop creative strategy and messaging for digital platforms. Work to promote the Mayor's agenda through proven social media strategy tactics and messaging, development of a content calendar, and creation of digital content in line with overall communications strategy.
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Reporting to the VP Safety & Sustainability, the Director, Corporate Sustainability oversees UL Solution's sustainability strategy and related activities. University degree (equivalent to Bachelor's degree) in sustainability, business or a related discipline, plus seven years or more of corporate experience in ESG, environmental sustainability, corporate social responsibility.
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incentive compensation business strategy jobs Company: Allianz Life Insurance in Chicago, IL
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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.
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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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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.