Friday, January 21, 2011

1.: Fwd: WEDDLE's Newsletter: Desperate Times Call for Hopeful Measures

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

Thu Jan 20, 2011 5:55 am (PST)

---------- Forwarded message ----------
From: <newsservice@weddles.com>
Date: Thu, Jan 20, 2011 at 7:05 AM
Subject: WEDDLE's Newsletter: Desperate Times Call for Hopeful Measures
To: lutzpf@gmail.com

The Newsletter About Internet Resources for Successful Job Search & Career
Management
A FREE Bi-weekly Publication of WEDDLE's (www.weddles.com or 203.964.1888)

WEDDLE's
Guides & Reference Books
for Job Seekers

Click to read more & order <http://www.weddles.com/jobcatalog.htm>
<http://www.weddles.com/jobcatalog.htm>

* January 20, 2011*
*Evaluate the Fitness of Your Career*

Are you ready to move ahead in your career, but wondering if you have what
it takes to succeed in the post-recession economy?

Are you looking for a new job, but wondering if you have what employers want
these days in their new hires?

Well, now you can answer those questions without spending a dime. Just visit
Peter Weddle's one of a kind career success site,
*CareerFitness.com<http://www.careerfitness.com>
*, and take his Career Fitness Evaluation. It's easy, helpful and requires
only that you invest a couple of minutes of your time.

The Career Fitness Evaluation will tell you which areas of your career are
in good shape and which need some attention. And the CareerFitness.com site
will show you how to use that information to increase both the satisfaction
and the paycheck you bring home from work.

*Visit* *CareerFitness.com <http://www.careerfitness.com>* *today!*

*Desperate Times Call for Hopeful Measures*

A recent *Time* magazine article featured a new phenomenon in today's job
market. Apparently, at least some job seekers are now offering a financial
reward to anyone who can hook them up with an appropriate employment
opportunity. While desperate times may call for desperate measures, however,
this do-it-yourself referral program is a hopeless investment. The money
would be better spent on a do-it-yourself self-improvement program.

According to the article, people are offering as much as $10,000 to anyone
who can connect them with a job opening for which they are ultimately hired.
There are even a couple of Web-sites trying to turn this just emerging trend
into a business. They enable those who want a job to connect with those who
profess to know where such jobs are and take a commission on the money paid
to facilitate the exchange of that information.

At a superficial level, this strategy would seem to be failsafe. The job
seeker pays nothing unless they are hired for the opening identified by the
informer. They get access to jobs they wouldn't otherwise know about, and
they're not out of pocket a dime until they actually land a position.

There's just one little problem. That transfer of information does nothing
to increase your odds of being selected for a job. It simply puts you in the
queue for consideration. And unfortunately, given the length of many
employers' queues these days, the odds of your actually getting hired are no
better than if you had stumbled across the job yourself.

Sure, it's helpful to get a peek into the "hidden job market," but what's
more helpful is to get a leg up on the competition, whether the job you
apply for is hidden or not. In other words, the key to success is not what
jobs you can see. It's what job you can land. And for that, it's better to
invest in yourself than in some outside agent.

*A Do-It-Yourself Self-Improvement Program*

Employers today have raised the bar for hiring. Most have decided that they
need employees who are more than qualified for their positions. That doesn't
mean that they're overqualified. It means that they are "ultra qualified."
They *both* meet the requirements specified for a job and demonstrate that
they can and will make an important contribution with their work and from
day one.

How can you prove that you're "ultra qualified?" You must take two steps
that combine to differentiate you into what employers call "A" level talent.
First, you should upgrade your capabilities. It doesn't matter, whether you
have a Ph.D. or a Bachelors degree, whether you have twenty five years of
experience or five, whether you're in transition or hoping to hang onto the
job you have, you need to continue your education and training right now and
for the rest of your career.

For example, that job seeker who was willing to pay someone else $10,000 to
find him a job, should take the money, instead, and invest in his own skill
development. Employers want individuals who are at the state-of-the-art in
their field and able to use key ancillary skills (e.g., they speak a second
language, they know how to use an esoteric software program) that will
enable them to apply that core expertise in a range of situations and
circumstances.

Second, you should promote the fact that you're engaged in self-improvement.
As an old mentor of mine once said, "It ain't braggin' if ya' done it." In
other words, it's not only important but appropriate that your supervisors
and peers know that you're engaged in continuous self-improvement. It
ensures that they don't mistakenly put the wrong person in a key new
assignment or job because they aren't aware that you have the qualifications
to do it and do it well.

How do you signal your commitment to self-improvement? For those in
transition, it's simply a matter of noting it on your resume. In the
Education section, enter the name of the course or program you're attending,
the name of the institution that's delivering it and the word "On-going."
And if you're employed, use your annual performance review and other
regularly scheduled meetings to let your boss know what you're learning. And
for maximum impact, also tell them how you intend to use that new knowledge
to make a greater contribution on-the-job.

Desperate times may call for desperate measures, but,it's hopeful measures
that deliver the most benefit. And the most hopeful measure of all is a
do-it-yourself self improvement program.

Thanks for reading,
Peter
Visit me at Weddles.com

P.S. *Do a good deed. Tell your coworkers and friends about WEDDLE's
Newsletter.* They'll appreciate your thoughtfulness, and so will we.

*Take the Wimp Out of Your Career*

If you're not having the success you seek, if you're stuck in a dead end job
or endless job search, your career may be flabby and out of shape. How can
you revitalize it? Get them a copy of Peter Weddle's book, *Work Strong:
Your Personal Career Fitness System*.

As the so-called Great Recession proved, job security is a thing of the
past. With *Work Strong*, however, you can learn how to build "career
security." The principles and practices of Career Fitness will resuscitate
your career and empower you to increase both the paycheck and the
satisfaction you bring home from work.

Click *here<http://www.amazon.com/s/ref=nb_ss?url=search-alias%3Daps&field-keywords=Work+Strong>
* to get *a 24% discount* on the book at Amazon.com!

Or, if you'd like *A FREE WORK STRONG WRISTBAND*, order the book directly
from WEDDLE's by calling 203.964.1888 or clicking
*here<http://www.weddles.com/recruitcatalog.htm>
*.

*Get off to a great start in 2011.* Give yourself the power and promise of
career security. Get *Work Strong* today!

*Feeling Alone? Join the Career Activist Movement*

The *Career Activist Republic* is a fast-growing movement of working
Americans. It is open to everyone. And costs nothing to join.

Why bother?

Because the *Career Activist Republic* is composed of people who believe
they have what it takes to succeed. It is an assembly of "persons of talent"
who are determined to work for themselves while being employed by someone
else. They aren't free agents; they are "freed agents." They will not
tolerate being treated as disposable "human resources" on-the-job, and they
are determined to be so good at their work that employers will compete to
hire them for their jobs.

If that's you, the *Career Activist Republic* is the place you should be.
There are no strings attached. No obligations or hidden requirements in
joining. Just a chance to learn how you can be the best you can be.

Click *here <http://www.weddles.com/careeractivists/index.cfm>* to learn
about its free membership and benefits. Then, take two steps:
Sign up right away and make yourself a member of the Career Activist
Republic
and
Tell your friends and colleagues about it so they can join too.

*Put Success in Your Pocket*

These days, you can't trust Wall Street with your investments, so where
should you put your money?

How about in your career? That's right; spend a little money upgrading your
ability to increase both the paycheck and the satisfaction you bring home
from work.

Get *WEDDLE's* *All Pro Career Pocket
Planner<http://www.weddles.com/jobcatalog.htm>
*. It packs everything you need for career success into 76 pages of
pocket-sized power. And best of all, it costs just $2.95.

For an investment of less than a cup of coffee, you can learn the steps
required to find a job and achieve lasting career success ... regardless of
whether you're actively looking for a position or simply thinking about your
next career move.

So, don't wait around thinking about it. Act now! *Get the All Pro Career
Pocket Planner today.*

------------------------------

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--
Peter Lutz
(908) 672-9150
"Bridging the gaps between Business and Information Technology"

email - lutzpf@gmail.com
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2.: Fw: Invest in Yourself

Posted by: "Ann Garvey" agarvey44@yahoo.com ann_garvey

Thu Jan 20, 2011 8:49 pm (PST)

Hello Everyone,

Happy New Year! I thought this might be of interest to you.

Kind Regards,

Ann Garvey, PMP
http://www.linkedin.com/in/anngarvey
732-580-7184

----- Forwarded Message ----
Investing in Yourself
by Beverly Ryle
After the holiday break, I was not surprised to start 2011 with a full inbox,
but what has been startling is the number of emails I have received from people
over 50 who have been laid off and can't find work.
For months, in some cases years, these people have carried on discouraging
job-search campaigns directed toward securing the kind of work they did before
"the bottom fell out" of their professional lives.

They have reached the point where they feel they "can't buy a job" and are at
their wits end as to what to do next.
At first I wondered, what do I say to these people? But then I noticed that none
of them mentioned doing anything to create something new.
No one said anything like, "I've started to explore web design," or "I've been
taking a course in non-profit management," or "I've been studying one of the
healing arts" on my own, through adult education classes, or at a community
college.
They all recognized that the door to the work they had previously done was
closing, if not already closed, but they gave no sign of moving toward another
door. Their focus was on going back to what they once had, not on imagining a
new workplace identity and incrementally making it a reality. They didn't seem
to be able to take comfort in the fact that, as the old proverb says, when one
door closes, another opens.
Of course, other doors don't open automatically. You have to explore different
hallways and jiggle some handles to find the one that is right for you, and you
have to overcome your fear of having to develop new competencies before you can
step over the threshold.
Survivor Guilt
Last summer, I took a walk with a dear friend and long-time client who has very
effectively re-invented herself and is happily employed in a new field.
She said that in the affluent suburban town where she lives, many of her friends
and neighbors were dealing with their own or a spouse's long-term unemployment,
and it was often awkward for her to be doing so well.
I reminded her that she was where she was because she had gone through an
extensive process of self-discovery, education, and experimentation, and the
position she enjoyed now was a direct result of the time, energy and resources
she had devoted to formal courses, self-study, information interviews, volunteer
work, etc.
"I feel so bad about what's happening to them," she said, "but you're right, I
don't see them investing in themselves."
Business Lifecycle
I am convinced that anyone looking for work needs to think and act like a small
business owner. This is because, despite all the talk from politicians about
creating more of them, the job belongs to the Industrial Age, an era that has
passed. What we need to learn how to do in the current era, the Information or
Conceptual Age, is what business owners have been doing all along, i.e., create
work for ourselves.
Entrepreneurs start with an idea, which they try out in a home office or a
kitchen or a garage, and if it begins to take off, they develop an
infrastructure which allows their business to grow and become profitable.

When they've "made it," reached the pinnacle of the business cycle (see above
diagram), they face a very different sort of risk—complacency, competition and
decline. It's absolutely essential that they continually go back to their roots,
to the "idea stage" from which new ventures spring. It's the only way to protect
the business from the downward plunge of the backside of the business cycle.
The same is true for people seeking work, but sadly, people who are caught up
what I call "jobthink," the belief that just getting a job is going to solve all
their problems, have not yet learned to think this way.
While they're employed, they invest most of their energy in doing the job and
little or none in themselves.
When they're out of work, they repeat the pattern by devoting themselves to
traditional, often fruitless, job-search practices instead of pursuing their own
professional development.
Baby Boomers
Recently a segment on the PBS News Hour, examined the potential impact on the
economy as the baby boomers begin to qualify for social security.
Ted Fishman, author of Shock of Gray, observed, "People are being pushed out of
their primary employment before they get to Social Security age [resulting in]
the highest employment in history for the 50-plus worker."
He went on to say that it is not enough anymore to think exclusively in terms of
saving for retirement. We also need to protect ourselves against the very real
possibility of "pre-mature" forced retirement or semi-retirement.

This means that, "The money you save over your lifetime may also be well
invested if you invest in yourself and your skills. Instead of becoming a
low-value worker in your fifties . . . you will have high intellectual capital,
high skills, so that there isn't the pressure to push you out of the work
force."
Few people would seriously consider investing retirement funds in a passbook
savings account because the return would not be adequate to meet future needs.
Yet many, too many, continue on the path of trying to find work as a job-seeker,
rather than create it entrepreneurially, even though the potential for long-term
viability isn't there.
We routinely expend large amounts of our resources on our children's education,
but not our own. Yet, in a world where long-term employment in any particular
job or with any one company is becoming less and less common, expanding our
knowledge and improving our skills is the only basis for a secure future. This
is where the new ideas and ventures which will continue sustain us in the
"business" of making a living throughout our work life come from.

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3.: Contract Oracle DBA in King of Prussia PA

Posted by: "Keith Bogen SPHR" keith.bogen@yahoo.com hrslugger2002

Thu Jan 20, 2011 8:49 pm (PST)

Our King of Prussia client is seeking an innovative, motivated Database
Administrator to help on database design, deployment, administration,
management, monitoring, and upgrade processes for the company's next generation
e-commerce platform. This is a challenging opportunity to develop technology
solutions to meet the demands of diversified environments and clients.

As a member of a cross-functional development team, the Database Administrator
works closely with Product, Operations, Database, Architecture, QA, Project
Management, and Product Management teams to optimize the logical and physical
design of the database, seek for the best practice for data upgrade and
migration, and automate data movements among different environments. Database
Administrator participates in all phases of product development including:
planning, analysis, design, development, QA and ongoing support.

Responsibilities:
* Work with the team closely to lead the estimation, planning, analysis,
design, and implementation of infrastructure/framework/component of various
projects that result from internal demands and/or external client requests from
database logical and physical design and implementation perspectives.
* Interactively architect and design database solutions to meet client needs
and are consistent with the company's e-commerce product platform.
* Work with product, services, and operations teams to drive, establish,
document, and implement data movements (e.g. UAT to production environments,
vice versa), migration, and upgrade processes.
* Prepare technical documentation articulating and promoting database solutions
based on the company's next generation e-commerce platform for internal and/or
external consumption; solutions must incorporate scalability, availability,
security, and maintainability characteristics. Assumptions, costs, and risks
must be articulated
* Identify, evaluate, and formally recommend third party solutions and services
as needed.
* Mentor and/or share experience with team members.

Qualifications:
* BS, MS, or PhD in Computer Science or a related technical field (or
equivalent), with strong competencies in database logical and physical design
and implementation.
* 6+ years experience in database logical and physical design and
implementation, application development, and administration.
* Expertise knowledge of Oracle 10g/11g setup, configuration, administration
and related solutions such as Oracle RAC, Oracle Text, and Oracle Streams.
* Expertise knowledge of Oracle PL/SQL, Packages, Stored Procedures, and
Triggers development.
* Hands-on experience in cross-platform development such as UNIX/Windows and
Oracle/MySQL and skillful in UNIX shell scripts and command line tools such as
sed, awk, etc.
* Well-presentable portfolios in the design and development of complex
enterprise-level database solutions.
* Solid grasp of software development lifecycle best-practices, methods, and
conventions, including but not limited to Agile methodology, Test Driven
Development, Source Code Management, Continuous Integration, Domain Driven
Design, and Dependency Management.
* Excellent communication and documentation skills.
Preferred:
* Experience in e-commerce application development.
* Experience with commercial supply chain, trading partner, warehouse,
logistics management, marketing, and/or customer relationship management
software.
* Experience in working with or developing Open Source projects.
* Experience with MySQL.
* Experience with the database design and implementation of Intershop Enfinity
product.
* Basic working knowledge of J2SE and J2EE development

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

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4.: Clinical Lab Director in Northern NJ

Posted by: "Keith Bogen SPHR" keith.bogen@yahoo.com hrslugger2002

Thu Jan 20, 2011 8:49 pm (PST)

CLINICAL LAB DIRECTOR/UPPER MANAGEMENT POSITION for a BIOTECHNOLOGY/PHARMA
COMPANY WITH TREMENDOUS GROWTH POTENTIAL.

General Description of the Job

The Laboratory Director is responsible for the overall operation, leadership,
direction, and administration of the Clinical Laboratory in accordance with
State & Federal Regulations governing clinical laboratories as well as
maintaining all processes and operations to be fully compliant with GLP.

The Laboratory Director may, if qualified, perform the duties of the technical
consultant, technical supervisor, clinical consultant, general supervisor and
testing personnel.

Duties and Responsibilities of this Level

Plan, develop, organize, implement, direct and evaluate the organization's
laboratory operations and performance.

The Laboratory Director is responsible for the overall operation and
administration of the laboratory, including the employment and management of
personnel who are competent to perform test procedures, and record and report
test results promptly, accurate, and proficiently and for assuring compliance
with the applicable regulation.

Ensure that testing systems developed and used for each of the tests performed
in the laboratory provide quality laboratory services for all aspects of test
performance, which includes the pre-analytic, analytic, and post-analytic phases
of testing.

Ensure that the physical plant and environment conditions of the laboratory are
appropriate for the testing performed and provide a safe environment in which
employees are protected from physical, chemical and biological hazards

Ensure that the test methodologies selected have the capability of providing the
quality of results required for patient care; verification procedures used are
adequate to determine the accuracy, precision and other pertinent performance
characteristics of the method; and laboratory personnel are performing the test
methods as required for accurate and reliable results.

Ensure that the laboratory is enrolled in an HHS approved proficiency testing
program for the testing performed and that the proficiency testing samples are
tested as required by CLIA; CAP and other regulatory bodies as deemed necessary
by Company management; the results are returned within the timeframes
established by the proficiency testing program; all proficiency testing reports
are reviewed by the appropriate staff to evaluate the laboratory's performance
and to identify any problems that require corrective action; and an approved
corrective action plan is followed when any proficiency testing results are
found to be unacceptable or unsatisfactory.

Ensure that the quality control and quality assurance programs are established
and maintained to assure the quality of laboratory services provided and to
identify failures in quality as they occur.

Ensure the establishment and maintenance of acceptable levels of analytical
performance for each test system.

Ensure that all necessary remedial actions are taken and documented whenever
significant deviations from the laboratory's established performance
specifications are identified and that patient test results are reported only
when the system is functioning properly.

Ensure that reports of test results include pertinent information required for
interpretation.

Ensure that consultation is available to the laboratory's clients on matters
relating to the quality of the test results reported and their interpretation
concerning specific patient conditions. Ensure that consultations are done in a
timely, and professional manner with the appropriate functional laboratory
Directors and that the consultations result in satisfactory and thorough answers
regarding the diagnostic or prognostic information required.

Working in conjunction with the functional laboratory Directors, ensure that
laboratory technicians and other clinical personnel have the appropriate
education and experience, receive the appropriate training for the type and
complexity of the services offered and have demonstrated that they can perform
all testing operations reliably to provide and report accurate results.

Ensure that an approved procedure manual and any other relevant SOPs are
available to all personnel responsible for any aspect of the testing process

Specify in writing, in conjunction with the functional laboratory Directors and
the HR representative, the responsibilities and duties of each consultant and
each person engaged in the performance of the preanalytic, analytic and
postanalytic phases of testing, that identifies which examinations and
procedures each individual is authorized to perform, whether supervision is
required for specimen processing, test performance or results reporting and
whether consultant or director review is required prior to reporting patient
test results.

§ Maintain and update operational standards for cost control, management
reporting on key performance indicators, waste and environmental impact
reduction, quality of testing being performed, and on-time delivery.
§ Participate in the development of the clinical organization's plans and
programs in evaluation of long-range planning and regulatory action on
operational performance. Foster a unified culture and promotes a process for
collaboration, cooperation, sharing of information and mutual teamwork.
§ Monitor utilization patterns of lab services and advises Company management
and other appropriate staff of developing trends in clinical service needs.
§ Establish and maintain lines of communication with internal and external
customers in order to ensure a timely response to new clinical service trends
and program planning.
§ Ensure operational adherence to currently accepted technical service
standards for laboratory medicine.
§ Ensure operational adherence to applicable policies and procedures by all
technical and operational staff.
§ Participate in the development and implementation of operations budget to
ensure compliance with organizational expenditure requirements.
§ Advise, negotiate, and in some cases manage contracts into which the lab may
enter.
§ Have the ability to lead and direct the development, communication and
implementation of effective growth strategies and processes for the Clinical
Laboratory.
§ Perform other duties as required by Company management.
§ Perform other responsibilities as mandated by Clinical Laboratory Improvement
Amendments (CLIA), CAP and any other pertinent local, state or federal
regulations.

Required Qualifications at this Level

Education:
Doctor of Medicine or Ph.D. in a clinical or scientific discipline is preferred.
----------------------------------------------------------
Experience:
Ten to fifteen years related experience in a clinical laboratory, including an
active operational role in a commercial laboratory.
Proven ability to lead and collaborate with both clinical and research staff.
----------------------------------------------------------
Degrees, Licensure, and/or Certification:
Doctor of Medicine (MD) or Ph.D. in a clinical or scientific discipline.

Certified in anatomic or clinical pathology, or both, by the American Board of
Pathology or the American Osteopathic Board of Pathology or possess
qualifications that are equivalent to those required for such certification
----------------------------------------------------------
Knowledge, Skills, and Abilities:
An energetic, forward-thinking and creative individual with high ethical
standards and an appropriate professional image.
Knowledgeable of academic medical settings and a proven track record of
successfully working in such settings.
An ability to contribute to strategy setting with sound technical skills,
analytical ability, good judgment and strong operational focus.
An intelligent, articulate team player who can relate to people at all levels of
the organization and who possesses excellent communication skills.
An effective educator who is willing to share information and serve as a mentor.
An excellent and tempered negotiator who is experienced in contract development
and management.
Ability to read, analyze and interpret complex process and clinical documents.
Ability to respond effectively to the most sensitive inquiries or complaints by
both internal and external constituents.
Ability to make effective and persuasive presentations on complex topics and
operational topics to Company Management and other stakeholders.

PLEASE SEND ME YOUR CV WITH SALARY REQUIREMENTS TO THE BELOW ADDRESS.

Maria Kobylowski
Director of Business Development/Executive Recruiter
Staff Icons, LLC
1 Kalisa Way- Suite 212
Paramus, NJ 07652
201-693-2511
maria@stafficons.com
www.stafficons.com

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5.: Payroll & Benefits Administrator at MHA in Florham Park NJ

Posted by: "Keith Bogen SPHR" keith.bogen@yahoo.com hrslugger2002

Thu Jan 20, 2011 8:49 pm (PST)

Payroll & Benefits Administrator
About the Company:
Managed Health Care Associates, Inc. has been a leader in the health care
industry for more than 21 years servicing the Long Term Care, Home Infusion and
Specialty pharmacy industries. Pharmacy members utilize MHA services to assist
in the purchasing of a complete line of pharmaceuticals, medical supplies,
capital equipment, and nutritional food as well as to gain access to
prescription drug benefits through Medicare Part D. MHA remains committed to our
mission of providing superior customer service in all that we do.
About the Opportunity:
The primary responsibility of this position is to process multiple ADP Biweekly
payrolls, maintain tax compliance and companywide benefit administration.
He/she will be responsible for processing company benefits including 401k,
medical, dental, vision, life, LTD, STD, and supplemental benefits. He/she will
work in ADP's HRB system inputting employee eligibility, terminations, changes,
and producing reports as needed. The individual will maintain human resources
and benefit files, update staffing reports, process monthly insurance billing,
monitor time off, new hire and termination processing, FMLA notification and
related short term disability forms.

Essential Job Functions:

· Process multiple biweekly payrolls & tax compliance
· Process monthly health insurance billing, benefit enrollment, 401k
transmittals, loans, and semiannual audit
· Maintain HR Information System by entering new hires, terminations,
benefit changes, salary increases and personnel changes
· Prepare and manage new hire and termination paperwork including but
not limited to COBRA compliance.
· Process leave of absence/FMLA and maintain paid time data
· Maintain personnel and benefit files
· Manage miscellaneous benefits programs and projects including but not
limited to matching gifts, service anniversary awards, corporate donations and
matching gifts, governmental reporting and auto insurance

Job Requirements:
.
· BA/BS degree plus 2-4 years applicable experience required
· Solid working knowledge of ADP Pay expert payroll and multi state tax
setups essential
· ADP HRB knowledge a plus
· Proficient in Microsoft Office Applications
· Excellent written and oral communications necessary
· Excellent planning, organizational and interpersonal skills required
with a highly-developed orientation to detail and accuracy
· Must be able to work independently as well as with all levels of
management

*Please include salary history/requirements when submitting resume to
hr@mhainc.com
Managed Health Care Associates is an Equal Opportunity Employer

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6.: Senior Manager of Data Migration in King of Prussia

Posted by: "Keith Bogen SPHR" keith.bogen@yahoo.com hrslugger2002

Thu Jan 20, 2011 8:49 pm (PST)

We currently have a full time permanent opportunity for a Senior Manager, Data
Migration at a major company in King of Prussia, PA.

Job Description
The Senior Manager, Data Migration will plan and execute projects that require
close coordination with Business and Information Technology groups to migrating
data from a multiple legacy applications using varied technologies to multiple
in-development new platform systems. The Data Migration Senior Manager will
supervising all aspects of the migration of data from multiple source systems to
multiple destination systems, including leading the requirements definition,
data mapping, design, data conversion, and data quality efforts.

Although the primary focus of this role is data migration, the ideal candidate
will bring a strong mix of data warehouse ETL or other relevant data
transformation experience skills. This position will report to the Technology
Services Director.

Job Responsibilities
• Managing multiple data migration development teams consisting of
team leads, developers, and testers through all phases of the migration efforts
• Working closely with business analysts and project managers to
define migration requirements, transformation business rules, resource levels,
estimates, dependencies and project plans
• Reviewing designs, test plans and code to ensure high levels of
data quality and traceability in the transformations to support the validation
process.
• Triaging development issues based on severity, assigning resources
to resolve and managing the project impact and communication
• Proactively identifying project risks and working with team to
effectively mitigate.
• Ensuring the projects are delivered on-time, on-budget and with a
high-degree of quality and consistency
• Working closely with the source system SMEs and owners in the
legacy systems (data warehouse, web store, order management, operations,
database administration) to ensure a smooth migration of data to the new system
• Planning and executing a repeatable process for routine production
cut-over from a legacy system to a newly deployed system while keeping the
integrity of in-flight transactions and/or application data in a 24/7
environment
Job Requirements
• 6+ years of full life-cycle data migration experience (either
using an enterprise ETL tool or custom SQL processes to move data), including
multiple migrations with multiple source systems to multiple target systems and
using various technologies.
• Significant experience providing technical design review,
development plan critique, code review, test plan/results as part of data
migration project with similar scope

• Strong data oriented skills with special expertise in data
transformation, data analysis, data profiling, data quality and data migration
• A successful track record of delivering complex data migration
projects on time
• Strong understanding of relational database concepts and data
modeling (3rd normal form, dimensional/snowflake models)
• Significant experience mapping data from one system data model to
a new system data model
• Experience planning and executing a production cut-over with
"in-flight data" in a highly available 24/7 application environment

• Experience with the various technologies which will be either
sources/targets are preferred: Linux/Unix, Oracle, Netezza, i5/AS400, DB2
• Experience with building, motivating & mentoring high-performance
teams in a dynamic, fast paced, growing environment

• Strong leadership, organizational, diplomatic and motivational
skills with ability to quickly adapt to change.
• Strong collaboration skills and ability to influence a
cross-functional team to deliver results.
• Excellent written and verbal communicate skills with both
technical and non-technical staff
• BA/BS in Computer Science, Business Systems or Engineering
e-Commerce, Retail, and/or Supply Chain Management experience are preferred, but
not required.

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

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7.: FW: Weighing Costs, Companies Favor Temporary Help

Posted by: "Mike Palestina" m.palestina@verizon.net mikedaria

Thu Jan 20, 2011 8:49 pm (PST)

New York Times December 19, 2010

Weighing Costs, Companies Favor Temporary Help

By MOTOKO RICH

Temporary workers are starting to look, well, not so temporary.

Despite a surge this year in short-term hiring, many American
businesses are still skittish about making those jobs permanent,
raising concerns among workers and some labor experts that temporary
employees will become a larger, more entrenched part of the work
force.

This is bad news for the nation's workers, who are already facing one
of the bleakest labor markets in recent history. Temporary employees
generally receive fewer benefits or none at all, and have virtually no
job security. It is harder for them to save. And it is much more
difficult for them to develop a career arc while hopping from boss to
boss.

"We're in a period where uncertainty seems to be going on forever,"
said David Autor, an economist at the Massachusetts Institute of
Technology. "So this period of temporary employment seems to be going
on forever."

This year, companies have hired temporary workers in significant
numbers. In November, they accounted for 80 percent of the 50,000 jobs
added by private sector employers, according to the Labor Department.
Since the beginning of the year, employers have added a net 307,000
temporary workers, more than a quarter of the 1.17 million private
sector jobs added in total.

One worker who has been forced to accept temporary jobs is Jeffrey
Rodeo, 43, who was laid off 14 months ago from his job as an
accounting manager at a produce company in Sacramento. He has applied
for nearly 700 full-time positions since then, but has yet to receive
an offer. Meanwhile, to stay afloat and keep his skills fresh, he has
worked on short-term stints at four different employers.

Mr. Rodeo figures his peripatetic work life will last at least another
year. "Companies are being more careful," he said. "It just may take
longer to secure a permanent position."

To the more than 15 million people who are still out of work, those
with temporary jobs are lucky. With concerns mounting that the
long-term unemployed are becoming increasingly unemployable, those in
temporary jobs are at least maintaining ties to the working world.

The competition for them can often be as fierce as for permanent
openings, and there are still far too few of them to go around.
Indeed, the relative strength in temporary hiring has done little to
dent the stubbornly high unemployment rate, which rose to 9.8 percent
in November.

"With business confidence, particularly in the small business sector,
extremely low," said Ian Shepherdson, chief United States economist at
the High Frequency Economics research firm, "it's not surprising that
permanent hiring is lagging behind."

The landscape two or three years from now might look quite different,
of course. Many economists and executives at temporary agencies say
there are signs that more robust permanent hiring is coming in the new
year. Business confidence is up, and temporary agencies report that
the percentage of interim workers who have been offered full-time jobs
is also up from last year.

Nevertheless, there are signs that this time around, the economy could
be moving toward a higher reliance on temporary workers over the long
term.

This year, 26.2 percent of all jobs added by private sector employers
were temporary positions. In the comparable period after the recession
of the early 1990s, only 10.9 percent of the private sector jobs added
were temporary, and after the downturn earlier this decade, just 7.1
percent were temporary.

Temporary employees still make up a small fraction of total employees,
but that segment has been rising steeply over the past year. "It hints
at a structural change," said Allen L. Sinai, chief global economist
at the consulting firm Decision Economics. Temp workers "are becoming
an ever more important part of what is going on," he said.

Several factors could be contributing to the trend. Many businesses
now tend to organize around short- to medium-term projects that can be
doled out to temporary or contract workers.

Donald Lane, chief executive of Makino, a manufacturer of machine
tools near Cincinnati, said his company would increasingly outsource
projects to contract firms that pull together temporary teams. When
installing a large machine, for example, Mr. Lane said the company
could appoint one full-time supervisor to oversee a number of less
skilled short-term workers.

Mr. Lane said he hoped to raise Makino's share of temporary employees
from 10 to 15 percent now to about 25 percent in the future.

Flexibility is another factor. Corporate executives, stung by the
depth of the recent downturn, are looking to make it easier to hire
and fire workers. And with the cost of health and retirement benefits
running high, many companies are looking to reduce that burden. In
some cases, companies wrongly classify regular employees as temporary
or contract workers in order to save on benefit costs and taxes.

Certainly, Americans who have never held anything but a full-time job
have sought out temporary posts because they were the only jobs
available. And even before the recession, workers were learning that
lifelong employment was disappearing along with phone booths and
Filofax organizers.

But people still tend to prefer jobs with some sense of permanence,
and with full health benefits and some form of retirement
contribution.

According to a survey by Staffing Industry Analysts, a Mountain View,
Calif., research firm, 68 percent of all temporary workers are seeking
permanent employment.

But the whole notion of what constitutes a permanent job may simply be
changing. Workers "need to expect that their lives and jobs will
change much more often than they have in the past," said Jonas
Prising, president of the Americas at Manpower.

Some people have discovered they prefer the freelance life. Antonia
Musto lost her job as a staff accountant for a newspaper in Wilkes
Barre, Pa., more than two years ago. She signed on with oDesk, a
company that matches contract workers with employers online.

She has since worked for several different businesses and even turned
down a full-time offer last November. "I just think I've gotten very
accustomed to working very fast and working with many different
people," Ms. Musto, 38, said. She said she had fully replaced the
income she was making at the newspaper and buys private health
insurance.

Of course, businesses that can now hire talented workers for temporary
jobs may find that when demand picks up, they will need to offer
full-time positions with perks and benefits. But it could take a long
time to reach that point.

That indefinite stretch worries workers who fear that future employers
will look askance at a résumé filled with short-term engagements.
Others worry that they will lose valuable years of saving for the
future.

Mr. Rodeo, the Sacramento accounting manager, said he made anywhere
from 10 to 50 percent less while working in temporary jobs than he did
at the produce company. He has also been without health insurance all
year. None of the interim employers or temporary agencies have
contributed to a 401(k) plan, nor has he been able to save much on his
own.

"That's the scariest part," said Mr. Rodeo.

He is confident he will eventually land a permanent post, but until
then, he knows he is losing ground in planning for retirement. "Of
course, for my generation, you can't plan on Social Security," he
said. "Most likely, I will have to work longer."

Others are starting to face the prospect that they could move among
temporary assignments for the rest of their careers.

Jose Marin, 50, known as J. D., lost his technology job in Miami in
February and moved to North Carolina to live with his sister. After
months of looking for a permanent job, he signed on with Modis, a unit
of Adecco, and in August began a temporary assignment for a financial
services company in Cary, a town west of Raleigh.

While grateful for the job, he longs for a permanent position. "I'm
still old-fashioned and I still want to work for a company where I
make a difference and I'm going to be there to retire," said Mr.
Marin. "I know that's wishful thinking."

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8.: FW: Job Opportunity : W-JAN-115041 - Project Manager / NJ

Posted by: "Tom Bley" tombley@hotmail.com tom.bley

Thu Jan 20, 2011 8:49 pm (PST)

Please contact the recruiter directly. Good luck.

Kind Regards,

Tom Bley, PMP

Project / Program Manager

Cell (973) 919-1252

<http://www.linkedin.com/in/thomasbley> Description: btn_myprofile_160x33

From: Anupam [mailto:adash@eteaminc.com]
Sent: Tuesday, January 18, 2011 10:27 AM
To: tombley@hotmail.com
Subject: Job Opportunity : W-JAN-115041 - Project Manager

Dear TOM:

eTeam is a leading consulting firm located in New Jersey, providing end to
end implementation and integration solutions to Global 2000 companies and
government agencies.

These are the requirements currently open.

Job Title:

Project Manager

Primary Skills:

Project Management, Business Applications, Energy and Utilities Space or
Retail Supply Chain Industry

Secondary Skills:

.Net Platform, PMP Certification, Customer Facing

Description:

Skills:
- Sound Project Management experience with a background in Business
Applications preferably in the Energy and Utilities Space or Retail Supply
Chain
- .Net Platform
- PMP Certified
- Customer Facing experience

Rate: $50/Hour on Corp-to-Corp (All Inclusive), Job Type: Contract,
Total Exp: 7+ Years, Start Date: 31-01-2011, Duration: 6+ Months ,
Number Of Openings: 1, Location: Illinois

Click here to submit for this position online and to speed up the process.
<http://empower.eteaminc.com/conrep/web/parse/resumeparsing/screen1.php?CUSI
D=1900110100015986&weblinkflg=1&REQID=110177124486&apmid=412&APMID=412&RECTR
=110100010166&CPFID=110164955275&VENID=&Source=JobPortal&LEAID=&SOURC=CM>

Please contact me if you need further information.

Anupam Dash

eTeam, Inc.

732-248-1900 X 326 (T)

908-757-0800 (F)

eMail: adash@eteaminc.com
Yahoo IM: anupameteam

<http://www.eteaminc.com/> www.eteaminc.com

If we haven't already, Let's connect Via <http://www.linkedin.com/>
www.linkedin.com. Here is my profile
<http://www.linkedin.com/in/anupamdash>
http://www.linkedin.com/in/anupamdash

Please add your profile and Invite me to connect today!

P

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from future requirements from eTeam and their clients.

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9.: Job Search video

Posted by: "Mike Palestina" m.palestina@verizon.net mikedaria

Thu Jan 20, 2011 8:49 pm (PST)

Hi Folks,

Here is an excellent video on how to maximize your Google, LinkedIn, and
Twitter exposure for your job search. You need to sign up for the
newsletter before you can watch the video but I believe that it is worth it.
You can always unsubscribe to the newsletter later on.

http://befoundjobs.com/

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/mikepalestina>
http://www.linkedin.com/in/mikepalestina

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10.: Data Feeds Software Engineer in King of Prussia PA

Posted by: "Keith Bogen SPHR" keith.bogen@yahoo.com hrslugger2002

Thu Jan 20, 2011 8:49 pm (PST)

Our client company in King of Prussia, PA has a contract to hire opportunity for
a Data Feeds Software Engineer. The company develops and operates online
retailing and direct response marketing businesses for retailers, branded
manufacturers, media companies, and professional sports organizations. Their
platform includes Web site design and development, e-commerce technology,
customer service, fulfillment, buying and merchandising, content development and
management, online and database marketing, and product development.

Responsibilities:

- Create and manipulate large data exports for marketing and B2B partners
- Build interfaces for importing/exporting 3rd party data feeds leveraging
various external formats

- Develop scripts to enable reporting, monitoring and manipulation of data
- Engage and interact with peer developers and QA during the SDLC
- Manage image, content and search deployment for multiple web sites
- Produce documentation of procedures and methodologies as it relates to data
programming
- Create automated content and image loading procedures
- Explore, research and implement new technologies to obtain increased
efficiency for large data set processing
- Participate in an on-call rotation providing 24/7 support to business critical
functions

- Perform database tuning and optimization for large data set environments
- Implement schema changes for tables and indexes

Qualifications:
Minimum Requirements

- B.S. in Computer Science / Information Systems or equivalent experience
- 2 to 5 years UNIX/Linux system knowledge with demonstrated experience in shell
scripting (C, Korn, KSH, Bourne, BASH)
- 3 to 5 years Perl experience (CPAN experience desirable)
- Strong written and verbal communication skills
- Experience with regular expression and pattern matching methodologies
- Ability to work independently, under aggressive deadlines with minimal
supervision
- Demonstrated proficiency of SQL
- Experience and demonstrated knowledge producing and manipulating large data
sets of varying formats (XML,CSV,fixed length,etc')

Desirable Requirements

- Familiarity with PERL / HTML / JAVA / Java scripts / JSP
- Experience with business integration software
- Experience implementing data integrations with XML / SOA technologies
- Experience with Verity search technology products
- Exposure in eCommerce / web based retail environments
- Exposure to object oriented programming, concepts and methodologies
- Experience with web based content / image / search processing
- Exposure to back-end web technologies (web/app servers, web services, etc.)

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

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11.: Positions at Bayonne Medical Center in Bayonne NJ

Posted by: "Keith Bogen SPHR" keith.bogen@yahoo.com hrslugger2002

Thu Jan 20, 2011 8:49 pm (PST)

BAYONNEMEDICALCENTER

Established in 1888, Bayonne Medical Center is a 278-bed, fully accredited,
acute-care hospital. Since opening its doors more than a century ago, it has
been committed to providing quality, comprehensive, community-based healthcare
services to more than 70,000 people annually. With its finger on the pulse of
the community, Bayonne Medical Center continually develops new and expanded
services to meet the changing needs of the people it serves.

In an ever changing healthcare environment, Bayonne Medical Center and its staff
strive to provide and deliver high quality, cost effective care, and to exceed
our customers' expectations through team effort, mutual respect and
understanding, and by fostering personal and professional development.

BayonneMedical Centercurrently has new opportunities for the following
available:

Department Position REQ# Shift
3R - Med/Surg/Oncology/Tele/Neuro REGISTERED NURSE - Full time N5532 7am-7:30pm
or 7pm -7:30am

5R - Medical/Surgical REGISTERED NURSE - Part time every other weekend and
every other holiday N5478 11pm-7:30am

ADMITTING / PATIENT ACCESS PATIENT ACCESS STAFF COORDINATOR R5236 DAYS
EMERGENCY DEPARTMENT RN Full Time & Per-diem / BLS, ACLS, PALS & E.D.
experience required / weekend & holiday commitment N5515 12 HOUR SHIFTS /
VARIOUS

EMERGENCY DEPARTMENT UNIT SECRETARY - Part time every other weekend and every
other holiday N5519 3pm -11pm

HEALTHCARE INFORMATION SVCS VASCULAR CODER - CCS & vascular experience
required R5233 DAYS

INFORMATION SERVICES PROGRAMMER ANALYST w/ MediTech & On-Base exp. R5119 Days
INFORMATION SERVICES NETWORK ADMINISTRATOR - CCNA REQUIRED / CCIE PREFERRED
55229 DAYS

INFORMATION SERVICES CLINICAL APPLICATIONS COORDINATOR - Laboratory and IT
experience required N/A Days

LLC HOSPITALIST – MD or DO N/A Nights
LLC ADULT PRIMARY CARE PHYSICIAN - Bilingual English/Spanish N/A Varies
PEDIATRICS / FLOAT REGISTERED NURSE - Full time/ PALS and BLS required N5538
7am-7:30pm or 7pm-7:30am

PHARMACY DIRECTOR of PHARMACY SERVICES - NJ licensed Pharm.D. required N/A
DAYS

PSYCHIATRIC INPT REGISTERED NURSE / Behavioral Health Experience req'd - Part
time, every other weekend, every other holiday N5437 11 PM - 7:30 AM

RADIOLOGY DRT II / CT Technician Part time every other weekend / every other
holiday R5244 11 PM - 7:30 AM

REHABILITATION SERVICES PHYSICAL THERAPIST - Part Time R5152 FLEX
REHABILITATION SERVICES PHYSICAL THERAPIST - Per Diem R5135 FLEX
REHABILITATION SERVICES PHYSICAL THERAPIST - Full Time R5186 8:30A - 5P
REHABILITATION SERVICES PHYSICAL THERAPIST - Half Time R5171 FLEX
REHABILITATION SERVICES OCCUPATIONAL THERAPIST - Full Time R5158 8:30A - 5P
REHABILITATION SERVICES OCCUPATIONAL THERAPIST- Half Time R5166 FLEX
TRANSITIONAL CARE UNIT REGISTERED NURSE - Part time every other weekend and
every other holiday N5533 7am-3:30pm

We Respectfully Request No Agency Solicitations

Please send submissions attention to:

BayonneMedical CenterRecruitment & Retention
Telephone: (201) 858-5227
Fax: (201) 858-5132
Email: recruiters@bayonnemedicalcenter.org

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12.: Fw: This works - try it and see

Posted by: "Ann Garvey" agarvey44@yahoo.com ann_garvey

Thu Jan 20, 2011 8:50 pm (PST)

Hello Everyone,

This is so valuable.

Kind Regards,

Ann Garvey, PMP
http://www.linkedin.com/in/anngarvey
732-580-7184

----- Forwarded Message ----
Stuck in the Job Search Doldrums? Cultivate an Attitude of Gratitude
January 10th, 2011 - Posted by Dumont in Career Management, Job Search, Job
Search Stress
The practice of gratitude as a tool for happiness has been noted in the
mainstream for years. Long-term studies support gratitude's effectiveness in
creating the positive attitude required to achieve personal success in both life
and career. But while we may acknowledge gratitude's many benefits, it still
can be difficult to sustain. Too many of us are programmed to notice what is
broken, undone or lacking in our lives. For gratitude to meet its full
potential, it needs to become more than just a word. We have to learn a new way
of looking at things, and make it a habit.
Practicing gratitude makes so much sense. When we practice giving thanks for all
we have, instead of complaining about what we lack, we develop a positive image
that projects to others.
Gratitude isn't a blindly optimistic approach in which the bad things in life
are whitewashed or ignored. It's more a matter of where we put our focus and
attention. Pain and injustice exist in this world but when we focus on the
gifts of life, we gain a sense of well-being. Gratitude balances us and gives
us hope. Hope is essential to sustaining a successful career, gaining and
achieving our overall goals.
As an example: I have a friend who has cultivated the ability to find the good
in everything. While we were stuck in a bumper-to-bumper traffic jam, I was
choking with frustration. Instead of ranting and raving (I was doing enough for
both of us.) he thanked God that he had a car in which to get stuck.
That kind of gratitude requires practice every day. The benefits however, far
outweigh the effort. Gratitude makes us stronger. It reinforces the positive
attitude we need when our career goals are frustrated. It empowers us and
creates a network of true supporters who recognize that we have the rare
attribute of true appreciation.
Here are a few suggestions to help you harness the power of gratitude.
* Keep a gratitude journal. List the things for which you are thankful and add
to it every day. To establish a new attitude, you have to make it a new habit.
Keeping a journal will remind you daily of all the things for which you are
grateful. When you're really discouraged by your career advancement, your
gratitude list is a great tool for reframing your attitude of defeat to one of
appreciation.

* Make the time to express appreciation to others when they offer support,
insight or connections that will open doors to your targeted career or
industry. Expressing appreciation for other's contributions will deepen
relationships with contacts and potential champions for your candidacy for jobs
or promotions.

* Practice gratitude with all you meet. Remember the words of Blanche DuBois:
"I have always depended on the kindness of strangers." Well, that's all well and
good, but the kindness of others will eventually evaporate if it's not
appreciated. Remember, kindness is its own reward. When it's used for personal
gain, its effectiveness is greatly reduced.

* Make a practice of finding the hidden blessing in every challenging
situation. Even a penny is a blessing that many of us throw away. Remember the
phrase "pennies from heaven"? Each time you find a penny, make note of the
words "In God We Trust". However you define "God", blessings abound when you
learn to accept them gratefully.

* Notice how gratitude improves your life. You may be out of a job, your
mortgage may be foreclosed or you may encounter barriers to your progress. None
of these occurrences diminishes the essence of who you are. Eliminate envy of
others' success from your life. You'll be rewarded with improved self-esteem
and increased serenity.

The best thing about gratitude is that as you practice it, an inner shift
occurs. You begin to see your world from a new perspective and discover the
richness of your life. As you practice an attitude of gratitude everything just
gets better. Try it and let me know how it works.
Reprint Rights: You may reprint this article as long as you leave all of the
links active, do not edit the article in any way, and give the author name
credit.
Copyright 2010 – Dumont Gerken Owen, Ph.D. All Rights Reserved.

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13.: The Job Search and Tax Season

Posted by: "Judi" judi@rightchanges.biz judi.adams@ymail.com

Thu Jan 20, 2011 8:51 pm (PST)

Did you know that federal income taxes are not due until April 18 this year? Yes, Emancipation Day, a holiday also celebrated in Washington, DC falls on Friday April 15 this year, which means IRS offices will be closed that day. Therefore, tax returns will be due the next business day which is Monday April 18.

Even with all of that extra time (3 whole days) to complete your taxes, this is the perfect time to gather up information about your job search expenses.

Job search expenses can qualify as a tax deduction (see the IRS web site or your tax accountant for complete details). In general, the money you spent to attend networking meetings, the mileage you incurred going to and from the meetings, and the fees you paid a job search coach or resume writer can be submitted for inclusion as deductions on your taxes. This is a great time to start getting that information together.

If you have not been keeping a detailed list of the events or mileage, you can rebuild some of that information.

• A good place to check for information is your e-mail systems Sent folder. For example you can find the e-mails when you RSVP'd to meeting invitations.

• If you paid by PayPal, there will be a record within PayPal of that transaction.

• Most on-line banking systems have search capabilities and you can print out canceled checks you made out for services or meeting fees.

• Look at your 2010 calendar and create a record of the events you attended.

• Use MapQuest or other on-line mapping system to get the mileage to places you went. Don't forget to multiple the one way mileage by two to account for the round trip and include tolls and cost of parking if applicable.

• Add in the cost of books you bought, training you took, business cards you ordered, and the cost of duplicating your resume.

Print out the information that you find so you have some way to substantiate these expenses; if you think the job search isn't fun, try a tax audit.

You paid good money toward your job search and should not pay taxes unnecessarily on that amount. This is a great time to start getting the information together and consulting the IRS web site or your tax accountant for complete details on taxable job search expenses.

Judi Adams
RightChanges.biz
The Affordable and Successful Job Search Coach

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14.: New Jobs Posted on BioNJ Biotech Careers

Posted by: "Keith Bogen SPHR" keith.bogen@yahoo.com hrslugger2002

Thu Jan 20, 2011 8:52 pm (PST)

See www.BioNJ.org for positions recently posted:
* Executive Administrative Assistant, prefer Life Science industry experience
* Director of Medical and Regulatory Affairs (compliance focus)
* National Sales Director
* Associate Product Manager
* Infectious Disease Expert
* Clinical Research Associate II (CRA II)

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15a.: SAP Presales Role - Midsized SAP Integrations Firm - Up to $120K Bas

Posted by: "Gary Wright - Wright Associates" gary_wright@verizon.net wrightassociates

Thu Jan 20, 2011 8:52 pm (PST)

Please feel free to refer this to your associates or post to other groups.

01-20-2011

Position Title

SAP Presales Role – Midsized SAP Integrations Firm – Up to $120K Base +
Significant Variable – NE

Can be located anywhere in the NE (Close to Major Airport – New England Area
or Tri-State)

Virtual Office Role with Travel Throughout NE/East Coast – Some Midwest
Travel – 30% - 50%

Up to $120K Base + Significant Variable - $200K at Plan – No Cap. +
Comprehensive Benefits

No Relocation – No Sponsorship

Company

Private, Midsized Software Integration Firm – SAP Centric - International
Presence - Growing at 20%+ Annually – Excellent culture for self-motivated
individuals who want to make a difference. Lots of possible upside – work
for a growing division – great opportunity for a savvy professional.

Reports into the VP Sales.

Position Responsibilities – Summary

Assist Sales People and the Sales Organization in the following areas:

· Provide Presales support to sales persons and clients regarding
SAP based solutions

· Assist Sales in gaining insight into the customer's business and
business processes in order to provide appropriate solutions.

· Conduct Functional SAP product and related presentations to
clients

· Conduct SAP Functional Demo's

· Assist sales organization with reviewing prospects/accounts and
help establish sales strategies etc.

· Build and nurture strong client relationships that are often vital
throughout the customer life cycle

Required Skills and Competencies

· Bachelor's degree or equivalent

· Strong presales experience from a software, systems integration,
or consulting firm.

· Strong SAP Functional Expertise on the Financials – FICO Side at a
Minimum – Additional SAP Functional Expertise a Plus – SAP Certifications a
Plus.

· Demonstrated success in creating, scoping and assisting in the
selling of solutions.

· Must have strong business solution selling skills and an excellent
understanding of enterprise software sales cycles.

· Disciplined and self-directed with a strong work ethic. Excellent
communication, interpersonal and presentation skills. Able to build strong
client relationships and assist Sales in driving new business.

· Ability to travel 30-50% throughout NE/East Coast with some
Midwest and beyond Travel

· Industry experience in any of the following verticals a plus –
Chemical – CPG – Wholesalers – Software – Financial – Manufacturing.

Contact Information:

Gary Wright - President – Wright Associates

Phone - (508) 761-6354

Email - replywrightassociates@verizon.net - WEB Site –
www.wrightassociates.org

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16.: job fairs3/8

Posted by: "alyssa klibaner" alykat3824@yahoo.com alykat3824

Thu Jan 20, 2011 9:06 pm (PST)

job fair
voorhees, nj
tues march 8
the mansion on main street3000 main street
voorhees,nj 08043
from 11-2
www.coasttocoastcareerfairs.com

----- Forwarded Message ----
From: alyssa klibaner <alykat3824@yahoo.com>
To: "CareerNetworkingGroup@yahoogroups.com""
<CareerNetworkingGroup@yahoogroups.com>; CareerNetworkingGroup@yahoogroups.com
Sent: Tue, January 18, 2011 10:04:13 PM
Subject: job fairs

----- Forwarded Message ----
From: alyssa klibaner <alykat3824@yahoo.com>
To: newjerseynetworkers@yahoogroups.com; psgcnj@yahoogroups.com;
PSGCNJ-OpportunityCenterMembership@yahoogroups.com;
careernetworkinggroup@yahoogroups.com
Sent: Fri, January 14, 2011 7:45:16 PM
Subject:
job fairs

________________________________
From: amy@localhires.com

South Jersey Career Fair Dates                  Edison Career Fair Dates
2/14/2011                                                            3/1/2011
6/1/2011                                                              7/11/2011
11/1/2011                                                            11/10/2011

Click below to view our 2011 Event Calendar
http://www.nationalcareerfairs.com/career_fairs_by/year/2011/

Amy L. Webster
Account Manager

Office: 512-897-1617
Cell: 512-541-8014
Fax:702-818-8900
amy@localhires.com
www.nationalcareerfairs.com
www.localhires.com

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Friday, January 21, 2011

[CNG] Digest Number 2207

Messages In This Digest (16 Messages)

Messages

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

Thu Jan 20, 2011 5:55 am (PST)

Posted by: "Ann Garvey" agarvey44@yahoo.com ann_garvey

Thu Jan 20, 2011 8:49 pm (PST)

Posted by: "Keith Bogen SPHR" keith.bogen@yahoo.com hrslugger2002

Thu Jan 20, 2011 8:49 pm (PST)

Posted by: "Keith Bogen SPHR" keith.bogen@yahoo.com hrslugger2002

Thu Jan 20, 2011 8:49 pm (PST)

Posted by: "Keith Bogen SPHR" keith.bogen@yahoo.com hrslugger2002

Thu Jan 20, 2011 8:49 pm (PST)

Posted by: "Keith Bogen SPHR" keith.bogen@yahoo.com hrslugger2002

Thu Jan 20, 2011 8:49 pm (PST)

Posted by: "Mike Palestina" m.palestina@verizon.net mikedaria

Thu Jan 20, 2011 8:49 pm (PST)

Posted by: "Tom Bley" tombley@hotmail.com tom.bley

Thu Jan 20, 2011 8:49 pm (PST)

Posted by: "Mike Palestina" m.palestina@verizon.net mikedaria

Thu Jan 20, 2011 8:49 pm (PST)

Posted by: "Keith Bogen SPHR" keith.bogen@yahoo.com hrslugger2002

Thu Jan 20, 2011 8:49 pm (PST)

Posted by: "Keith Bogen SPHR" keith.bogen@yahoo.com hrslugger2002

Thu Jan 20, 2011 8:49 pm (PST)

Posted by: "Ann Garvey" agarvey44@yahoo.com ann_garvey

Thu Jan 20, 2011 8:50 pm (PST)

Posted by: "Judi" judi@rightchanges.biz judi.adams@ymail.com

Thu Jan 20, 2011 8:51 pm (PST)

Posted by: "Keith Bogen SPHR" keith.bogen@yahoo.com hrslugger2002

Thu Jan 20, 2011 8:52 pm (PST)

Posted by: "Gary Wright - Wright Associates" gary_wright@verizon.net wrightassociates

Thu Jan 20, 2011 8:52 pm (PST)

Posted by: "alyssa klibaner" alykat3824@yahoo.com alykat3824

Thu Jan 20, 2011 9:06 pm (PST)

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