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The Digital Risk Office (DRO) is accountable for managing the process of continuous line 1 Firmwide macro-Engineering risk discovery, prioritization, remediation, and governance.
Full-timeExpandApply NowActive JobUpdated 15 days ago - UpvoteDownvoteShare Job
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RE Tech Advisors is a growing, woman-led consulting firm of over 125 ESG professionals. Demonstrated skills in researching, analyzing, managing, and reporting KPIs and metrics for a diverse set of audiences, preferably in the energy and sustainability industry (financial energy consumption, water use, waste management, greenhouse gas emissions, etc.
Full-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Broad knowledge of other risk areas, with strong understanding of supplier or third-party risk impact in a financial services company is a plus. + Liaising with the ESC Third Party Utility, as necessary, to review and respond to the results of third party risk management activities conducted centrally by the Utility.
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Team player with a proven track record of working with leadership, peers, and direct reports, fostering collaboration and alignment across teams and functional units. Support Chief Financial Officer (CFO) and SVP of Operations with onboarding and offboarding of properties, including entity set up, Property Owner Association (POA) requests, transfers and terminations.
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VP Managing Private Wealth Manager Advisor (Investment / Trust & Estate Planning), a person will play a key role in growing and retaining assets under management in the Dallas office, helping with the transition of client relationships.
Full-timeExpandApply NowActive JobUpdated 28 days ago - UpvoteDownvoteShare Job
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The Director, University Finance for the University of St. Augustine (USAHS) is a key leader of the finance team, reporting to the VP Finance, who will be responsible for working closely and managing the University’s academic financial reporting and university wide labor planning.
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The VP, CNO – DFW Central Region has direct oversight of nursing functions at Baylor University Medical Center with the additional oversight of the CNO from Baylor Scott & White Medical Center – Waxahachie.
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Strategic Staffing Solutions is currently looking for a ISDA Negotiator for a contract opportunity with one of our largest clients! Preferred Experience and Skills: Bachelor’s degree or equivalent or JD with a strong experience in Legal/Trading Documentation role (including within a Credit, Risk or Treasury function) or attorney/paralegal experience within a law firm.
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Experience independently managing teams performing the following types of work: the calculation of greenhouse gas inventories, energy efficiency and/or decarbonization strategies, climate risk assessment, and/or supporting identification of energy and/or decarbonization projects for clients at scale across large commercial estate portfolios.
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AI/ ML and RPA: Deep knowledge on AI/ ML solutions and/or RPA solutions and utilized them for solving a variety of outcomes like fraud detection, risk assessment, customer service automation, recommendations, trading, automating data entry, account reconciliation etc.
Full-timeExpandApply NowActive JobUpdated 2 months ago - UpvoteDownvoteShare Job
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The CAR Group, a premier automotive dealership group with 15 locations spanning across three states, is seeking a dynamic and experienced Automotive General Manager to step into the role of Vice President of Fixed Operations.
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The Manager, Security Risk and Compliance position reports to the VP, IT Risk & Compliance and will engage in many facets of the information security and GRC programs while providing guidance and functioning as an experienced SOC compliance resource to control owners and business partners.
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Aravo is headquartered in San Francisco, with offices and partners across the US, Europe and Asia. THE ROLE: Aravo's Application Engineer is a critical member of an Application R&D team, responsible for developing Third Party Risk Management (TPRM) and Governance, Risk and Compliance (GRC) applications as part of Aravo's Application Development Lifecycle.
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The Security Risk and Compliance Associate position reports to the VP, IT Risk & Compliance and assists in the building, support and maintenance of the GRC program. As a key member of the security team, the associate must focus on strong risk management and corporate resiliency, and not be driven solely by compliance.
Full-timeExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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The Manager, Business Risk and Control Office (BRCO) Governance will be responsible for leading a team to collaborate with First Line of Defense (1LOD) on risk management frameworks, tools, regulatory requirements and how to build and maintain internal controls.
Full-timeExpandApply NowActive JobUpdated 10 days ago
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The Effects of Workplace Racism and Sexism
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?
When Rage Applying Strikes: How to Identify Unserious Candidates
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.
How to Increase Job Ad Exposure
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.
How to Navigate Hiring Out of State
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.
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.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.