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At least one of the following Security certifications: CISM, CISA, CISSP, CIA, CIPM, CCSPExperience working in Agile and/or Toyota Production System framework; Agile, Scrum, Lean, or related certifications.
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Privacy certification required (e.g., CIPP-US, CIPM, etc.) Privacy certification required (e.g., CIPP-US, CIPM, etc.) Manages privacy compliance monitoring, impact assessments, risk assessments, and remediation.
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At least one of the following Security certifications: CISM, CISA, CISSP, CIA, CIPM, CCSP. At least one of the following Security certifications: CISM, CISA, CISSP, CIA, CIPM, CCSP. Work closely with the Cyber Risk & Operations Management (CROM) team as well as closely partnering with all cybersecurity teams by assisting in the requirements gathering, analysis, design, and implementation of business processes and data migration into the GRC platform.
ExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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Develop and support GRC technology tools (Archer, OneTrust, Security, ServiceNow, etc.) Provide technical expertise for integrated Risk Management Tools (Archer, OneTrust, Security, ServiceNow, etc.
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This requirement is project dependent, but candidates should assume up to 50% travel Extras We Would Love to See Big 4 or Management Consulting Experience At least one of the following certifications or acceptable equivalent: CISA, CISSP, CISM, CBCP, CIA, CIPP, CIPM, or CFE Conversational knowledge of Identity and Access Governance requirements Strong project management skills ServiceNow SecOps.
Full-timeExpandApply NowActive JobUpdated 15 days ago - UpvoteDownvoteShare Job
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Experience in configuration of Policy and Compliance, Risk Management, Audit Management, and Vendor Risk Management Module in ServiceNow. Experience with configuring ServiceNow GRC modules to align with governance, risk, and compliance frameworks.
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Willingness to pursue privacy certifications (e.g., CIPP/E, CIPM) Willingness to pursue privacy certifications (e.g., CIPP/E, CIPM) Privacy certifications of some kind (e.g., CIPP/E, CIPP/US, specialty from law school, etc.
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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.
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