Messages In This Digest (5 Messages)
- 1.
- Updated - Lead Systems Analyst - Performance Measurement - FS - MBA From: Gary Wright - Wright Associates
- 2.
- CFO - NYC From: Abby Kohut
- 3.
- Credit Checks Are Legitimate Screening Tool From: Mike Palestina
- 4.
- Project Manager / Producer in Manhattan!! From: Keith Bogen SPHR
- 5.
- Analyst, Legal/Corporate Records & Research at The Clearing House in From: Keith Bogen SPHR
Messages
- 1.
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Updated - Lead Systems Analyst - Performance Measurement - FS - MBA
Posted by: "Gary Wright - Wright Associates" gary_wright@verizon.net wrightassociates
Sat Nov 6, 2010 6:36 am (PDT)
Please feel free to refer this position to other groups and people you know.
Position Title – WR716541
Updated 11-05-2010
Lead Systems Analyst – Performance Measurement - FS – MBA - Boston, MA
Area – Excellent $$
Excellent Compensation Package – Base + Bonus + PS
Candidates Local to Mass. Only – No Sponsorship
Company
Large, successful, and growing Boston based Investment Management Firm –
Great Company – Lots of Upside – Excellent Compensation Package – Bonus –
Profit Sharing etc. Join a team oriented, collaborative, results focused
environment and become part of an elite organization with great growth
possibilities.
Position Responsibilities – Summary
The Investment Administration Applications team is seeking a Lead Systems
Analyst who will be responsible for requirements, systems analysis, testing,
and project management for initiatives supporting the Performance Services
group within Investment Administration. The Performance Services group is
responsible for investment performance measurement, performance attribution,
benchmark maintenance, and GIPS composite maintenance.
The position requires a high level of interaction with the business users as
well as excellent communication and delivery skills. The candidate should
be a self-starter with the ability to multi-task and work on a variety of
assignments in a fast-paced environment with people at all levels of the
organization.
In 2011 the IA Applications team will begin a multi-year initiative to
replace the firm's legacy performance measurement system. This individual
will participate in the vendor evaluation and buy/build decision, and be a
key contributor in the detailed analysis and implementation of the new
system.
Key Responsibilities;
The Lead Systems Analyst will have the following responsibilities:
· Interact with investment professionals to proactively identify
opportunities for new/improved systems.
· Work with business partners to define, analyze and document
requirements.
· Document functional specifications for new systems and
enhancements.
· Coordinate the work of systems analysts, software developers,
database architects and data vendors to design and implement robust
technical solutions.
· Plan and perform functional testing of new systems and
enhancements.
Keys to this Position:
1. 5 years of Performance Measurement and Attribution experience is
required.
2. 10 years of financial services industry is required, preferably asset
management.
3. Strong Systems Analysis skills are required.
4. The CFA is a strong plus.
5. We will also consider recent MBA grads (2010/2011) from top tier schools
that don't have the above experience (i.e. Sloan, Wharton, etc.)
6. We will also consider strong MBA's with math/quant background that do
not have performance.
Required Skills and Competencies:
· A minimum of 10 years of work experience in a financial services
technology environment.
· A minimum of 5 years experience developing or supporting
performance measurement and/or performance attribution applications.
· Strong understanding of investment processes, securities,
analytics and market data services.
· Strong client relationship, communication and analytical skills.
· Demonstrated experience in project management and business
analysis for medium to large initiatives.
· Demonstrated experience in formal software development
methodologies.
· Bachelor's degree in Computer Science, Business or related
discipline.
· A CFA and/or CIPM designation would be a strong plus.
Contact Information
Send Resume in Word format only to:
Gary Wright - President – Wright Associates
Phone - (508) 761-6354 - Email - replywrightassociates@verizon. - WEBnet
Site – www.wrightassociates.org
- 2.
-
CFO - NYC
Posted by: "Abby Kohut" abbykohut@yahoo.com abbykohut
Sat Nov 6, 2010 8:27 am (PDT)
David Sporn is an executive recruiter in NYC who has a CFO/Controller opening at
a real estate company. Compensation is in the range of $120k to $140k per year.
Please contact him at David@epinetworking.org if you have a background in read
estate.
Good luck to my CFO friends!
Abby
www.AbsolutelyAbby.com
- 3.
-
Credit Checks Are Legitimate Screening Tool
Posted by: "Mike Palestina" m.palestina@verizon.net mikedaria
Sat Nov 6, 2010 1:25 pm (PDT)
FYI.
Best Regards,
Mike
Michael Palestina
ICF Certified Executive Coach / Leadership Consultant
Black River Group, Inc.
973-534-8685 Cell
973-543-7950 Fax
Attitude Is Everything
We provide executive coaching and leadership consulting services to employers of all sizes and industries.
To learn more about me, please review my profile at <http://www.linkedin.com/in/mikepale > http://www.linkedinstina .com/in/mikepale stina
SHRM: Credit Checks Are Legitimate Screening Tool
By Kathy Gurchiek
11/2/2010
The federal government should not eliminate an employer’s use of credit histories to help make decisions about job candidates, a representative for the Society for Human Resource Management (SHRM) told the U.S. Equal Employment Opportunity Commission (EEOC) during a public hearing Oct. 20, 2010.
The <http://www.eeoc.gov/eeoc/ > EEOC heard public comment from SHRM and other stakeholders to determine the extent of the practice, the effectiveness of its intended purpose, and its potential impact on different populations.meetings/ 10-20-10/ index.cfm
Hawaii, Illinois, Oregon and Washington have enacted laws restricting the use of credit reports for employment-related decisions. Some see the use of such reports as a way to assess a job candidate’s judgment; others argue that it could be discriminatory and that it represents a kind of economic segregation.
“The use of credit checks has grown, and at the same time questions have emerged about the fairness of the practice, whether the results of the credit check correlate to job performance and whether there are any adverse impacts,†said EEOC Chair Jacqueline A. Berrien at the start of the hearing.
Among those offering comment were the U.S. Chamber of Commerce, the National Council of Negro Women, the National Consumer Law Center, Lawyers Committee for Civil Rights Under Law and the Federal Trade Commission.
“SHRM believes there is a compelling public interest in enabling our nation’s employersâ€"whether that employer is in the government or the private sectorâ€"to assess the skills, abilities and work habits of potential hires,†said Christine V. Walters, JD, SPHR, in prepared comments.
Walters is sole proprietor of FiveL, where she serves as an HR and employment law consultant. She is secretary of SHRM’s Maryland State Council and a former member of SHRM’s Employee Relations Special Expertise Panel.
Credit history is one of many factorsâ€"including education, experience and certificationsâ€"that employers use “to narrow that applicant pool to those who are most qualified,†Walters said.
HR typically conducts a background check on the job finalist or group of finalists before making a job offer, she pointed out. That background check might include checking personal references, criminal history and credit history, and the emphasis on those factors might differ depending on the employer and the position to be filled.
“We believe employees already have significant federal protection for the misuse of background checks,†she said, citing the Fair Credit Reporting Act (FCRA) of 1970 and the Civil Rights Act of 1964.
SHRM Research Data Cited
Walters referenced recent SHRM Research Department data on the use of employer background screening practices.
Among the findings, she said:
* Only 13 percent of organizations surveyed conduct credit checks on all job candidates. Another 47 percent consider credit history for candidates of select jobs.
* Employers generally conduct credit checks only for certain positionsâ€"jobs of financial or fiduciary responsibilities (91 percent), senior executive positions (46 percent) and those who would have access to highly confidential employee information (34 percent).
* Four out of 10 organizations do not conduct credit checks.
* Credit history ranked the lowest on a list of criteria employers typically use in making hiring decisions.
* Medical debt is not considered during the hiring process. Only 11 percent of SHRM survey respondents consider home foreclosures when making a hiring decision.
* Among employers who look at credit history, 87 percent allow candidates, in certain circumstances, the opportunity to explain the results of their report.
She and other panelists noted that FCRA restricts employer use of credit reports to employment purposes. Under law, the employer must give the job candidate an opportunity to refute, explain or correct information in the credit history that might weigh against the candidate.
EEOC Commissioner Stuart J. Ishimaru observed to Walters that it sounded as if most employers use a credit history report at the end of the interview process.
Walters concurred.
“It’s a fiscal issue,†she added. “The employer has to pay for every report they get†and can’t afford to pay for a credit report for every job applicant. SHRM research shows that among employers that use credit checks, 57 percent initiate them only after making a contingent offer and 30 percent initiate them after the job interview, Walters told commissioners.
Credit Report vs. Credit Score
It was emphasized throughout the hearing that there is a difference between credit histories or reports and credit scores.
A credit score is a number that gives a snapshot of a period of time; employers do not see this information. A credit report covers a longer period and provides information regarding a person’s different types of debt, explained Pamela Quigley Devata, a partner in the Labor & Employment Department of Seyfarth Shaw LLP.
“We’re not talking about a litmus test that a person is automatically disqualified here†because of his or her credit report, she said.
Devata specializes in the FCRA and state laws affecting background screening and is a past member of the Board of Directors of the National Association of Professional Background Screeners.
But Sarah Crawford of the Lawyers Committee for Civil Rights Under Law said the use of credit histories by employers can have a disparate impact on a range of protected groups. She noted that many reports are riddled with errors or incomplete information, and she cited studies showing that credit history is a poor predictor of job performance.
“Credit reports fail to provide context,†she said, noting that they do not reflect the circumstances surrounding debts or late payments.
“One issue that we have raised is whether HR professionals are being trained in how to interpret the complex information that is provided,†Crawford said. “I would suggest it would almost be better if employers had a credit score because that is aimed at synthesizing the information in an academic way.â€
She urged the EEOC to issue comprehensive guidance and to increase public education and enforcement efforts regarding improper use of credit checks.
Chi Chi Wu, staff attorney with the National Consumer Law Center in Boston, said it was “absurd†to use credit history as a screening tool given the state of the economy.
“It’s a practice that we believe is harmful and unfair to American workers,†she said. “The use of credit history for job applicants is especially absurd when you are looking at an unemployment rate of 10 percent and have many workers looking for a job.â€
She said she doubted whether all employers follow the law by notifying job candidates of information in their credit report that could have an adverse impact on the hiring decision. Credit reports are not a valid predictor of job performance, she maintained, noting that they were designed to predict the likelihood that a consumer will make payments on a loan, not an indicator that the person would be a poor employee or might steal.
“I don’t hear employers saying because you have bad credit you cannot work for my company,†SHRM’s Walters said. However, HR practitioners tell her they want the opportunity to use a credit history as one of many indicators of who might be the most qualified candidate.
“A good decision of which candidate to hire is comprised of many factors,†she said, “and credit may be one†of those.
“The one thing that seems particularly clear to me,†Commissioner Victoria A. Lipnic said, “is that there is much we do not know about how both credit reports are used, the reason for them, … and what employers get out of them.â€
It was unclear whether the EEOC will issue any guidance on the use of credit histories by employers. The hearing was one of several the EEOC planned to examine barriers to employment and their potential adverse impact on protected groups.
On Sept. 23, 2010, SHRM testified before the U.S. House Financial Services Subcommittee on Financial Institutions and Consumer Credit about the Equal Employment for All Act. That law would prohibit the use of credit checks for most employment purposes.
Kathy Gurchiek is associate editor for HR News. She can be reached at <mailto:kathy.gurchiek@shrm.org > kathy.gurchiek@shrm.org .
Related articles:
Proposed Bills in N.J. Would Limit Employers’ Use of Credit Checks, SHRM Legal Issues, April 12, 2010
Maryland, Other States Weigh Limits on Credit Checks for Employment, SHRM Legal Issues, March 3, 2010
Caution Urged on Legislation to Limit Credit Checks on Job Prospects, News About SHRM, Dec. 17, 2009
Bills Would Bar Bias Based on Credit History, Require Reporting of Child Pornography, SHRM Legal Issues, April 7, 2009
Other resources:
Background Checking: Has the Use of Credit Background Checks Increased? A Comparative Look - 2010 and 2004 SHRM Poll, Sept. 22, 2010
SHRM CONNECT
Interact with SHRM publishing staff and learn about editorial and publishing operations at the SHRM Publishing and <http://msg.shrm.org/site/ > E-Media Group on SHRM Connect. Go to the page and click on “Join this group.â€R?i=sBLI4kowcVKW KSX4n-xV6g. .
- 4.
-
Project Manager / Producer in Manhattan!!
Posted by: "Keith Bogen SPHR" keith.bogen@yahoo.com hrslugger2002
Sat Nov 6, 2010 10:46 pm (PDT)
Our Manhattan based client company is in need of a mid to senior level Project
Manager / Producer with banner ad experience. They are currently working with a
million dollar retention contract for acquisition business. Our client is also
in line to obtain a million dollar retention contract for their retention
business. Both projects are specific to the creative ad generation
business. It is essential that the candidate understand the ins and outs of
banner ad production. This is a 3 month contract to hire opportunity.
Larry
Larry Brazong
Sr. Vice President of Staffing
Choice Systems and Consulting
51 E. 42nd St. @ Grand Central, Suite 1610
New York, NY 10017
646-254-4343
lbrazong@choiceco.com
- 5.
-
Analyst, Legal/Corporate Records & Research at The Clearing House in
Posted by: "Keith Bogen SPHR" keith.bogen@yahoo.com hrslugger2002
Sat Nov 6, 2010 10:47 pm (PDT)
I'm hiring and thought that you or someone you know might be interested in this
job. Feel free to forward it on to others.
- Hillary Bloom
Analyst, Legal/Corporate Records & Research at The Clearing House
Midtown Manhattan
Established in 1853 to simplify the exchange of checks and improve the
efficiency of the payments system, The Clearing House continues to be a world
leader in the payments business. The Clearing House provides payment services
for check, electroni...
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