• Translate deep customer insights into meaningful partnership opportunities in the clinical diagnostics and reference lab space that deliver value to both our customers and Thermo Fisher • Lead the AMTs in the creation of overall account strategy, demonstrating our breadth and depth of capabilities to create high-impact, innovative, science- and customer-centric solutions • Build credible, influential relationships with a broad network of internal and external partners, and help facilitate customer access for our divisional colleagues • Actively engage with partnership executive sponsors and members of the Thermo Fisher Leadership Team to extend customer value creation • Act as the primary interface between our strategic partners and Thermo Fisher, managing governance activities, sourcing new needs/opportunities, and supporting resolution of critical issues in Healthcare • Negotiate large and sophisticated deal structures with healthcare compliance considerations incorporated • Lead, manage, and mentor a team, fostering an inclusive, and honest work environment that champions our 4i values • Promote a leadership culture that prioritizes people development and maintains high team morale

Role Description We are currently seeking a Creative Director (CD) to lead the creative execution of immersive, brand-driven experiences from concept approval through final delivery. This role translates high-level creative vision into cohesive, high-quality execution across all physical and digital touchpoints. Acting as the central creative integrator, the CD ensures alignment across disciplines while maintaining creative integrity, feasibility, and craft, without personally executing every component. The CD represents the creative team in client and internal forums, guiding work forward through direction, feedback, and decision-making. Success in this role requires strong creative judgment, leadership, and the ability to balance ambition with real-world constraints. Responsibilities - Oversee creative execution across all experiential work streams, including environmental design, graphic design, copy, interactive, AV, and spatial storytelling, from concept through delivery. - Interpret and steward approved creative vision, ensuring it is clearly and consistently expressed across every touchpoint of the experience. - Identify all creative components required to deliver the project and define the appropriate internal teams and external partners needed to execute each. - Review, guide, and elevate work produced by designers, art directors, writers, and specialists, providing clear direction without absorbing executional tasks. - Present executional creative work to clients and internal stakeholders on behalf of the creative team, articulating intent, rationale, and evolution. - Partner closely with Production and Account teams to align creative development with scope, budget, timelines, and logistical feasibility. - Collaborate directly with fabricators, builders, AV partners, and external specialists to ensure creative intent, quality, and craftsmanship are upheld in final execution. - Serve as the creative “glue,” maintaining cross-functional alignment, identifying risks, and solving problems throughout the lifecycle of the project. - Ensure creative solutions meet brand standards, audience needs, and experiential best practices while remaining achievable within real-world constraints. - Support project handoff, installation, and on-site execution as needed to ensure the experience is delivered as intended. - Participate in post-project reviews to evaluate creative outcomes and inform future work. - Manage and mentor junior-to-senior creatives (art directors, designers, copywriters, etc.). Qualifications - 8+ years of experience in experiential, environmental, or integrated creative roles, with at least 3 years in a senior leadership or Creative Director-level position. - Proven experience leading large-scale experiential projects from concept through build and live execution. - Strong understanding of spatial design, graphic systems, copy, interactive, and AV as they relate to live experiences. - Exceptional creative judgment and the ability to give clear, constructive direction across multiple disciplines. - Experience in presenting creative work to senior clients and stakeholders with confidence and clarity. - Deep familiarity with production processes, fabrication methods, materials, and on-site execution considerations. - Ability to collaborate effectively with Production, Account, Strategy, and external partners. - Highly organized, detail-oriented, and comfortable managing multiple work streams simultaneously. - Strong problem-solving skills and the ability to adapt quickly in fast-moving, high-pressure environments. - Excellent communication and leadership skills, with a collaborative and respectful approach to team management. - Passion for live experiences, storytelling, and creating meaningful moments for audiences. Salary The salary range for this role is $165,000.00 to $215,000.00. Where a candidate falls within this band will depend on a combination of factors, including relevant experience, demonstrated performance, specific skills, geographical location, and internal equity. We regularly benchmark roles to market data and ensure pay is aligned with the role’s scope and impact. Company Description At CNC Agency, great ideas come from diverse perspectives. We’re proud to be an equal opportunity employer and are committed to creating an inclusive environment where everyone can bring their full selves to work. All qualified applicants will be considered, no matter race, gender, sexual orientation, religion, disability, or any other protected status.

Description The Role: The Talent Planning Lead is a high-impact, enterprise-facing role within the Global Talent Management Center of Excellence, responsible for owning, executing, maintaining, and continuously improving enterprise talent review and succession planning strategies. This role serves as a key subject matter expert for talent planning practices and processes, applying independent judgment to significant matters and driving scalable solutions that strengthen talent visibility, succession health, and leadership decision-making across the enterprise. The role partners across HR, COEs, HRBPs, and business stakeholders to translate talent strategy into clear processes, governance, insights, and actions. The individual in this role navigates complex and non-standard challenges, and uses data, analysis, and professional judgment to influence decisions and improve enterprise talent planning outcomes. Key Responsibilities: Talent Review and Succession Planning - Own, innovate, and continuously improve the global talent review and succession planning cycle for the enterprise, ensuring alignment to business rhythms, enterprise priorities, and governance requirements. - Lead end-to-end program and system design for talent review, succession planning, and high-potential identification processes, including frameworks, nomination criteria, development planning, governance, and program evaluation. - Build and manage enterprise review and planning cycles, balancing standardization with flexibility to address specialized business needs and emerging talent priorities. - Develop and maintain process documentation, workflows, and operating protocols that improve efficiency, consistency, and quality across planning cycles. - Identify process gaps, root causes, and opportunities to improve internal structures, services, and talent planning practices that support broader functional strategy. Talent Analytics, Insights, and Strategic Partnership - Own reporting and analysis related to succession health, high-potential identification, and other key talent planning metrics, translating data into actionable insights, risks, and recommendations for HR and business leaders. - Use advanced analytical and problem-solving techniques to address non-standard talent planning issues, especially where precedent is limited or stakeholder perspectives differ. - Partner with HR leaders, HRBPs, and cross-functional stakeholders to influence talent decisions, drive alignment, and strengthen talent planning capability across the global HR community. - Research external talent planning best practices, benchmark emerging approaches, and translate those insights into practical recommendations that improve GM's enterprise talent processes and strategy. - Serve as a trusted thought partner and subject matter expert on talent planning, succession planning, and related governance decisions, using data and judgment to anticipate concerns and address objections. Program Management - Drive multiple concurrent workstreams across geographies with a high degree of autonomy, ensuring strong execution, stakeholder alignment, and timely delivery. - Support change adoption by communicating clearly, guiding stakeholders through new processes, and continuously improving the talent planning experience for leaders, HR, and employees. Required Qualifications: - Bachelor's degree in Human Resources, Organizational Development, Business, or a related discipline. - Minimum of 7 years of experience in HR, talent management, performance management, organizational effectiveness, succession planning, or a related field, including experience owning or leading large-scale talent review or succession planning processes. - Proven experience designing, facilitating, and improving talent review processes in complex, multi-site, matrixed, or global organizations. - Strong analytical capability and proficiency with workforce analytics and HRIS platforms, with Workday experience preferred. - Demonstrated ability to engage and influence senior leaders through data, insight, and professional judgment. - Strong project and program management skills, including the ability to lead multiple simultaneous workstreams independently and navigate ambiguity with minimal guidance. - Demonstrated ability to solve complex, non-standard problems, develop practical solutions, and improve processes, services, or structures that support functional strategy. Preferred Qualifications: - Master's degree in Industrial-Organizational Psychology, Human Resources, Organizational Development, or a related field. - SHRM-SCP, SPHR, or equivalent HR certification; additional credentials in talent assessment methodologies such as Hogan, Korn Ferry Leadership Architect, or DDI. - Experience with people analytics tools such as Visier or equivalent platforms. - Experience in the automotive sector and familiarity with technical and engineering talent landscapes. - Experience with the design, configuration, testing, implementation, or optimization of talent planning and succession modules in Workday. Compensation: The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position, as well as geography of the selected candidate. - The salary range for this role is $88,100 - $140,700. GM does not provide immigration-related sponsorship for this role. Do not apply for this role if you will need GM immigration sponsorship now or in the future. This includes direct company sponsorship, entry of GM as the immigration employer of record on a government form, and any work authorization requiring a written submission or other immigration support from the company (e.g., H1-B, OPT, STEM OPT, CPT, TN, J-1, etc.) This role is based remotely, but if the selected candidate lives within a specific mile radius of a GM hub, they will be expected to report to the location three times a week {or other frequency dictated by your manager}. This job is not eligible for relocation benefits. Any relocation costs would be the responsibility of the selected candidate. About GM Our vision is a world with Zero Crashes, Zero Emissions and Zero Congestion and we embrace the responsibility to lead the change that will make our world better, safer and more equitable for all. Why Join Us We believe we all must make a choice every day - individually and collectively - to drive meaningful change through our words, our deeds and our culture. Every day, we want every employee to feel they belong to one General Motors team. Total Rewards | Benefits Overview From day one, we're looking out for your well-being-at work and at home-so you can focus on realizing your ambitions. Learn how GM supports a rewarding career that rewards you personally by visiting Total Rewards resources. Non-Discrimination and Equal Employment Opportunities (U.S.) General Motors is committed to being a workplace that is not only free of unlawful discrimination, but one that genuinely fosters inclusion and belonging. We strongly believe that providing an inclusive workplace creates an environment in which our employees can thrive and develop better products for our customers. All employment decisions are made on a non-discriminatory basis without regard to sex, race, color, national origin, citizenship status, religion, age, disability, pregnancy or maternity status, sexual orientation, gender identity, status as a veteran or protected veteran, or any other similarly protected status in accordance with federal, state and local laws. We encourage interested candidates to review the key responsibilities and qualifications for each role and apply for any positions that match their skills and capabilities. Applicants in the recruitment process may be required, where applicable, to successfully complete a role-related assessment(s) and/or a pre-employment screening prior to beginning employment. To learn more, visit How we Hire. Accommodations General Motors offers opportunities to all job seekers including individuals with disabilities. If you need a reasonable accommodation to assist with your job search or application for employment, email us [email protected] or call us at 1-800-865-7580. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying.

• Define and execute a comprehensive product strategy that aligns with shifting adtech market dynamics. • Deeply understand Choozle’s business model, financial goals, and cross-functional needs. • Champion a high-velocity, modern Agile culture. • Protect Choozle’s core value proposition: simplifying programmatic. • Serve as the internal and external evangelist for Choozle’s product vision. • Mentor, scale, and inspire a world-class team.