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Providing accurate and timely reports on sales activities, pipeline status, and forecasts to Territory Manager to inform decision-making and strategy adjustments. Education: Bachelor’s degree or equivalent relevant experience in Business Administration, Management, Marketing, or related field.
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As SAP BASIS Administrator, the selected candidate will engage with business stakeholders, including IT, system integration, and cyber security, to design and develop the system landscape strategy for SAP systems.
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Assist with tasks such as: system strategy, gathering and documenting business requirements, leading fit-gap analysis, as-is and to-be business process designs, prototype demonstration, functional configuration, testing, and client user training as it relates to Workday HCM.
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Prior Banking experience working on Organizational design, HR Strategy, business analysis, data analysis, project management, and/or projects across various departments including HR, Operations, Finance, Legal, Compliance, IT, etc.
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Major ResponsibilitiesDevelop the strategy, achieve business and engineering buy-in, and support execution toward the target architecture across the enterpriseProvide business, application, and technology insight in feasibility discussions with delivery team members, product managers, business partners, and platform ownersDefine, execute, and continuously improve our internal software engineering processesEstablish future state architectures for applications.
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The Territory Business Manager (TBM) is responsible for selling Zynrelef and Aponvie in the US hospital (inpatient and outpatient) and ambulatory surgery center (ASC) market. Meet or exceed all established territory sales goals, managing to budgets by developing and implementing strategies specific to the assigned territory that aligns to the overall commercial brand strategy.
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The United Soccer League is looking for the right, qualified candidate to serve as the league's primary contact for non-sports media and to generate and execute a year-round media relations strategy for USL business initiatives.
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The National Bridges and Structures Practice Director will possess a balanced commercial, strategic and business development mindset and the ability to drive an integrated strategy that combines advisory, planning, design engineering, program management and construction management professional services.
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The Audit Learning Manager will work closely with business leaders, Talent Solutions team members and other firm personnel to support the development and execution of the Audit learning strategy and curriculum.
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As a Senior Associate, you'll work as part of a team of problem solvers, helping to solve complex business issues from strategy to execution. We focus on contributing to PwC’s value proposition of “strategy led and technology enabled”, by aligning our Consulting Solutions’ industry focus with the Microsoft technologies such as Dynamics 365, Azure, Power Platform and Power BI.
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10+ years' experience in Credit (Credit Officer, UW, Analyst, Admin, Ops, Business Support, Strategy, etc. 5+ years of experience in Credit (Credit Officer, Underwriter, Analyst, Operations, Business Support, Strategy, etc.
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Build a three year Category Strategy designed to maximize the Category's value to Citi through strategic sourcing, Supplier management and internal Business engagement. Ability to understand internal Business Strategy and provide consult on Procurement - Sourcing Strategy that leans into the Business strategy.
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You will also partner with other data conversion specialists in different lines of business to ensure consistency in strategy across all lines of business for successful data integration.
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They will adopt a holistic approach to formulating strategic business decisions while providing critical organizational leadership as a trusted advisor to the CEO. Draft and oversee a comprehensive crisis management strategy.
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Metrea Management provides central services to 9 global business units via Operations, Solutions, Strategy, Legal, and Finance teamsPosition SummaryReporting directly to the Vice President, Head of Global Trade & Customs (GTC), you will be leading and providing oversight to Metrea’s global trade customs and transit program globally.
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business strategy jobs in Tampa, Arlington, Tennessee
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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.