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We’re a subdivision of NBC Sports and home to all NBCUniversal digital applications in sports and technology within our three groups:Youth & Recreational Sports; Golf; and Emerging Media. The Director, Marketing Analytics & Technology will play an integral part of the Portfolio Marketing team responsible for developing and implementing a comprehensive marketing analytics strategy across NBC Sports Next and Fandango.
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Work with digital and business leadership to develop a prioritized technology roadmap in alignment with our ISC digital strategy. Actively participate as part of the Senior Leadership Network to contribute to the development of the overall strategy and assume personal accountability for the execution of all relevant aspects of the strategy within the Digital ISC team.
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The Vice President, Consumer Marketing and Content Strategy is a senior member of the Brand, Marketing and Digital Experience leadership team reporting to the Senior Vice President of Marketing.
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Essential Job Responsibilities Develop and implement global marketing strategy for CPC Thermal Business Unit, including defining digital marketing strategies and regional marketing strategies.
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We are looking for an art director who will be responsible for the visual direction and execution of creative campaigns in various mediums including TV/OLV, social, digital, print, media and experiential.
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Be willing to learn how to integrate financial models into no-code/low-code third party digital platforms (e.g. Workiva, ESG Book, One Stream) Understands the fundamentals of why climate change is happening, how it will start to affect business models/strategy/company revenue, Capex, Opex and familiar with the concepts of decarbonization & net zero pathways.
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You leverage this familiarity to develop positioning that sets Horizontal Digital apart and advocate for changes to marketing strategy. The Marketing Campaign Manager will develop and execute multichannel digital campaigns that resonate with current and prospective clients, specifically within the Sitecore and DXP ecosystem.
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Within our Digital Content Advantage practice, you will function as Subject Matter Advisor on content strategy, capabilities, technologies and vendors. Operations Transformation Archiving Lead, Digital Content Advantage.
$124,950 - $208,250 a yearFull-timeExpandApply NowActive JobUpdated 4 months ago - UpvoteDownvoteShare Job
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Facilitate digital strategy decisions through consulting and support in execution, and introduce new technologies and methodologies to support the digital transformation. Assess the current IT environment and develop a future state IT architecture, and communicate a clear vision for the enterprise architecture that aligns with overall business strategy.
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Develop and implement global marketing strategy for CPC Thermal Business Unit, including defining digital marketing strategies and regional marketing strategies. The Marketing Strategist, Thermal leads global marketing strategy for our thermal management business unit, working closely with key stakeholders across the business to understand and develop long-term strategies to penetrate and grow our market share.
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The Digital Marketing Manager is responsible for executing the digital marketing strategy and prioritizing projects and initiatives for the digital marketing team. With goal/objective guidance from the Product and/or Channel teams, oversee the strategy, execution and results of digital advertising efforts across search, social, email, etc.
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From the creation of HR strategy using our leading Oracle-enabled HR Transformation labs, the application of design thinking that allows HR to challenge how work gets done today, to navigating the ever-evolving HR technology landscape to determine the right digital solutions to enable transformation, our HR Transformation practice is focused on helping HR take the lead.
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This person should be strategic and future-focused around OMNI analytics, Shopper Insights, Macro/Global Trends, Marketplace, Digital/Tech Solutions, Shelf Merchandising and Design while understanding Target Business Processes.
$97,000 - $166,750 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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This leader will design and deliver the common component technology platform as well as our next generation patient experience serving more than 15+ million (and growing) patients in the US. This leader will be responsible for the platform and application Engineering strategy, lead an integrated team focused on driving continuous, metrics-backed improvements to the digital experience through product and engineering disciplines.
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As a Global Enterprise Architect, you will be responsible for designing and implementing enterprise architecture strategy for digital transformation within our organization. You will work closely with the CDO Office and other global stakeholders to define and guide the global effort to activate digital solutions across the whole organization by definition and implementation of target architectures of custom and MACH solutions along with modern application platforms (SAP, Salesforce, Snowflake, etc.
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digital strategy jobs in St Louis Park, MN
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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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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 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.