Sunday, May 23, 2010

[SMCNG] Digest Number 393

The St. Matthias Career Networking Group

Messages In This Digest (4 Messages)

1.: Traps That Snare Job Seekers From: johnwesthadley

2.: Fwd: [NewEnglandNetworking] HR Manager $110k + 15% Fortune 500 North From: Peter Lutz

3.: SENIOR BUSINESS ANALYST & PROJECT COORDINATOR | Horizon Blue Cross B From: Rich Pettus

4.: Covance is seeking a Medical Director, Oncology–Princeton NJ (fu From: Rich Pettus

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Messages

1.: Traps That Snare Job Seekers

Posted by: "johnwesthadley" John@JHACareers.com johnwesthadley

Sat May 22, 2010 5:43 am (PDT)

One common trap that I often observe is the "If it ain't
broke,don't fix it" syndrome.

In a search, there is so much frustration and anxiety, and so many
people share so many suggestions (wanted or unwanted) about the search
that there is a tendency to start to screen out the negative comments.
For example, I was talking to a new client one time and pointed out to
her serious defects in her résumé. It was, frankly, an extremely
poor résumé. Even though I gave her specific, concrete feedback
on the flaws and what was needed to fix it, she insisted it didn't
need any attention, and didn't want to spend any time working on it.
Her comment:

"I've had HR people tell me what a good résumé I
have."

I moved on to talking to her about networking (which she REALLY wanted
help on), and how we would go about turning her into a master networker.
Again, she balked at the details of what I was suggesting. By the end
of our first session together, I simply handed her back her check,
telling her that neither of us would be happy with how things turned out
if we continued to work together.

I don't advise simply jumping at every `constructive'
criticism you receive, automatically changing everything you are doing
just because one person said so. However, you need to always be seeking
to step out of your current comfort zone, experimenting with new
thinking, new strategies and approaches that lead to an expanded comfort
zone. This is how true growth and success occur.

Carefully probe the criticism or suggestion being offered, and explore
why that person is offering it, their level of expertise with the issue
at hand, what their context and rationale are, and how that fits to your
situation. Go back and compare to other, perhaps conflicting, advice
you've received, and give both some examination. Find ways to
experiment with either way in your search, and see what seems to work.

The worst thing you can do is assume "it ain't broke,"
particularly if you've been searching for several months and
aren't building the steady stream of referrals and interviews for
the sort of position you want!

And by the way, as to that client who didn't want to change what she
did…the friend who first referred her ran into her a few weeks
later, and asked her how things were going. She said she was very happy
with her progress. (She had admitted to me that her `progress'
was 1 interview in 7 months! And this was a few years back, when the
economy was booming.) Over the next several months, I happened to see
her in various coffee shops in the middle of the day, not dressed in
business attire, so clearly she had not landed in the interim.

I'll be getting into more depth on this and other common traps in my
tele-class on Tuesday, "10 Traps That Snare Job Seekers...And How To
Avoid Them." You can get details at:

http://www.JHACareers.com/10Traps.htm
<http://www.JHACareers.com/10Traps.htm>

John

______________________________________________
John West Hadley
Career Search Counselor
(908) 725-2437

"Land The Job & Pay You Deserve"

Get 100's of Career Tips at www.JHACareers.com
<http://www.jhacareers.com/>

Career Accelerator Blog: http://JohnHadley.JHACareers.com
<http://johnhadley.jhacareers.com/>

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2.: Fwd: [NewEnglandNetworking] HR Manager $110k + 15% Fortune 500 North

Posted by: "Peter Lutz" lutzpf@gmail.com peter_f_lutz

Sat May 22, 2010 8:43 am (PDT)

Peter Lutz
(908) 672-9150
lutzpf@gmail.com
www.linkedin.com/in/peterlutz

---------- Forwarded message ----------
From: "Linda" <Linda@bentonsearch.com>
Date: May 22, 2010 9:25 AM
Subject: [NewEnglandNetworking] HR Manager $110k + 15% Fortune 500 Northern
NJ mostly work from home
To: <NewEnglandNetworking@yahoogroups.com>

HR Manager
$110k + 15%; no relo
Agile work environment to work from home except for meetings
Fortune 500 Global CPG Manufacturer - Northern NJ
Must be US Citizen, Green Card or PR Holder

This position will be responsible for the seamless delivery of a broad range
of HR operational services and relevant solutions to approximately 350 R&D
professionals across 3 locations, working in partnership with the Expertise
Team and/or Service Center.

As the primary HR contact for a specified client group, the position will
need to provide support on issues relating to organizational development,
change management, succession planning, employment law, labor/employee
relations, EEO/Affirmative Action, compensation/benefits administration and
recruitment. Typical work may involve resolving an employee relations
concern or leading the roll-out of a new HR initiative, process or tool,
working closely with the Service Center and/or Expertise Team.

Position Responsibilities:
1.Provide HR support to a designated client group by developing and
sustaining strong client relationships and applying a range of HR tools and
solutions to further the people agenda.
2. Ensure the seamless execution of HR activities relating to recruitment,
compensation analysis, performance management, PDP, HRP, succession
management, learning and change management. This work will be performed in
conjunction with the Expertise Team and the Service Center.
3. Interprets and applies support and administration of policies and
programs including EEO/Affirmative Action plans. Communicates to client
groups in support of HR Managers and Directors.
4. Lead key HR projects and programs and ensure seamless roll-out to client
group.
5. Provide career counsel and advice to the client group, with reference to
the established career models and succession plans.

Challenges:
Build and sustain strong relationships with diverse groups of management
personnel, champion and drive various change efforts.
Fully utilize and leverage the available HR professional expertise both
regionally and globally to deliver relevant solutions to the client group.
Function independently in the resolution of most client issues, directing
the client where necessary to the relevant areas of the HR for effective
problem resolution.

Scope:
End to End HR Business Partner support to a designated client group. Project
assignments on an as needed basis, including roll-out of significant HR
tools and solutions.
Some travel on a periodic basis.

Education/Experience:
BS/BA degree in related field. PHR/SPHR Certification a plus.
10-15 years of experience in HR or a related functional/process area.
Previous HR Business Partner experience is essential for this role.
Individual must be able to multi-task in a fast paced environment.

Must satisfactorily pass criminal background investigation and drug
screening.

Qualified candidates send cover letter and resume to
Linda@BentonSearch.com<Linda%40BentonSearch.com>

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3.: SENIOR BUSINESS ANALYST & PROJECT COORDINATOR | Horizon Blue Cross B

Posted by: "Rich Pettus" richpettus@gmail.com rich.pettus

Sat May 22, 2010 11:51 am (PDT)

SENIOR BUSINESS ANALYST & PROJECT COORDINATOR | Horizon Blue Cross Blue
Shield...<http://www.linkedin.com/news?viewArticle=&articleID=131106306&gid=92583&articleURL=http%3A%2F%2Fcareercenter%2Etheiiba%2Eorg%2Fjobdetail%2Ecfm%3Fjob%3D3391592&urlhash=eIIM&trk=news_discuss>

*From:* careercenter.theiiba.org | May 21, 2010

US - NJ - Newark, At Horizon Blue Cross Blue Shield of New Jersey, the
collaboration between diverse professionals is one reason people are making
NJ's largest health insurer their favorite place to work. With more thRead
more at careercenter.theiiba.org
»<http://www.linkedin.com/news?viewArticle=&articleID=131106306&gid=92583&articleURL=http%3A%2F%2Fcareercenter%2Etheiiba%2Eorg%2Fjobdetail%2Ecfm%3Fjob%3D3391592&urlhash=eIIM&trk=news_discuss>

http://careercenter.theiiba.org/jobdetail.cfm?job=3391592

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4.: Covance is seeking a Medical Director, Oncology–Princeton NJ (fu

Posted by: "Rich Pettus" richpettus@gmail.com rich.pettus

Sat May 22, 2010 11:52 am (PDT)

Paul Grecea (paul.grecea@covance.com)<http://www.linkedin.com/profile?viewProfile=&key=8388104&authToken=xYCg&authType=name>

Senior Recruiter at Covance

See all Paul Grecea's activity
»<http://www.linkedin.com/groups?viewMemberFeed=&gid=61852&memberID=8388104&goback=%2Eand_61852_20604382_*2_*2>

Follow Paul Grecea<http://www.linkedin.com/groupfollowing?follow=&followee=8388104>
Covance is seeking a Medical Director, Oncology–Princeton NJ (full
relocation provided) – Please email directly to paul.grecea@covance.com

•Contributes to the development of Company policies involving medical,
safety and therapeutics
•Participates in process improvement activities across Company
•Performs other duties as assigned

Business Development Activities

•Presents medical/scientific capabilities to clients as a participant of a
proposal team
•Supports Company's visibility and position within the contract research
organization environment through publications and presentations at national
or international meetings
•Develops new and enhances existing client/investigator relationships
whenever possible

Managerial Responsibilities

•Provides mentoring to and responsible for supervision of Associate Medical
Directors, Assistant Medical Directors and others
•Involved in identification, interviewing and selection of candidates for
Associate Medical Director, Assistant Medical Director and support staff
positions
•Involved in assignment of projects and specific duties to Assistant Medical
Directors and Associate Medical Directors
•Responsible for administration and/or delegation of activities of his/her
direct reports
•Assures adequate coverage of all project related duties
•Involved in ongoing performance evaluations and career development of
direct reports
•Involved in providing budget preparation and oversight activities including
expense report review and approval
•Responsible for communicating Company/departmental activities to direct
reports
•Responsible for communicating status of projects and other activities to
the Senior Medical Director and others as appropriate

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