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As a Cyber Risk Manager, you will get the opportunity to grow and contribute to our clients' business needs by applying a collection of information and cybersecurity capabilities, including security and privacy, strategy, governance, IT risk, security testing, technology implementation/operations, cybercrime and breach response for the Cybersecurity & Privacy Practice – all with the resources, environment, and support to help you excel.
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Harvard Business School seeks full-time Predoctoral Fellows to work with faculty in our Strategy, Finance, Entrepreneurial Management, Technology & Operations Management, Negotiations, Organizations & Markets, Organizational Behavior, Marketing, or Accounting & Management units.
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ATK reaches millions of fans each month via TV, video, print, digital, social, podcasts, and more, and is looking for a creative soul with business acumen who lives and breathes content strategy to help formulate and to operationalize a cohesive digital strategy.
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Sets a vision and strategy for Internal Audit, internal controls, and Sarbanes-Oxley (SOX) compliance in alignment with CCA's priorities and business objectives while supporting a robust and broader risk management framework.
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Engages leadership in working with HRBPs as strategic business partners, and supports continued development of strategic capabilities for HRBPs∯*∯ Leads HRBP team with implementing system-wide changes including MGB policy alignment, benefits changes, compensation assessments, and strategic workforce planning, and with organizational changes resulting from Spaulding Organizational Redesign.
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Partners and consults with senior leaders (e.g. SVP and Chief Actuary; SVP, Underwriting; EVP, Sales, Marketing & Service; SVP of Sales and Account Service, CMO, SVP, Marketing; SVP, Strategy) to set pricing, product and service strategy for book of business.
$178,750 a yearFull-timeExpandApply NowActive JobUpdated 2 months ago - UpvoteDownvoteShare Job
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Establish strong cross-functional relationships to enable superior performance against scientific and company objectives, including team members across computational biology, assay development, business development, and operations.
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Continued evolution and maturation of CX QA programs (EDD, CDD, PEP/Sanctions, and TMS) to align with business strategy, compliance requirements, customer needs, and regulatory expectations.
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Reporting to the Senior Manager, Sales Compensation, the Manager, Sales Compensation will own the sales compensation plan administration for two or more lines of business. Manager, Sales Compensation - Line of Business.
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Manage the incentive compensation plan implementation in Xactly including UAT (test scripts, logging defects, etc. Function as an administrative SME to the Director of Sales Compensation, Design & Analytics, and key team leaders in the design of compensation plans, providing input on system functionality, implementation process, and overall implementation timeline.
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BA/BS in quantitative major (finance, business, mathematics, statistics) preferred. Support the development and implementation of administrative Compensation Policies working with Finance, Legal, HR, Sales Operations and Sales and Client Services Management.
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Own the process improvement and automation roadmap for supported line(s) of business. Lead a high performing team of one or more sales compensation analysts by providing direction, prioritization of tasks, and ensuring accuracy and timeliness of workflows and commission payments.
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Lead Domestic projects including R&D tax credit, equity compensation, state incentives, and support the Global Tax Strategy team with domestic aspects of M&A, Planning and Transfer pricing projects.
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Provide leadership for Oncology Data Science & Digital Health on investments, strategy and future business planning. Serve as primary business leader for Data Science & Digital Health for Early Development programs for robust Hematology Oncology portfolio.
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The State and Local Government practice provides individuals the opportunity to serve our States, Counties, Cities, Non Profit, and Multi-lateral clients in the areas of: economic development, sustainability, disaster recovery, business design, organizational strategy, technology strategy, market analysis, financial modeling, operational analysis, process improvement, change management, technology implementation, risk management, compliance monitoring, and program management.
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compensation business strategy jobs Company: Walt Disney in Auburndale, MA
FEATURED BLOG POSTS
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.
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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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Here we go again; it’s time to talk money. Whether you’re one year in at a new company or approaching year five on the same team, learning how to ask for a raise should be part of your long-term career plan. These conversations are rarely fun (thanks to society, which has conditioned us to believe that money is taboo), but they are necessary if you want to, well, get paid what you’re worth. Trust us, there’s a lot of money on the table for taking. Below, we’ll discuss tips on timing, approach, and follow-up.
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