Title: Associate Director, Out of Home Location: New York United States Job Description: The Company: Hearts & Science has been inspired by confident marketers seeking business advantage in a world of personalized digital marketing, where CRM and addressable channels converge, and decisions must be made in real time to aggregate effective reach and deliver the right message at the right time. Designed to inform brand strategies with real-time insights, Hearts & Science is a data-driven marketing agency with expert media planning and buying capabilities, among other services that include shopper marketing, marketing innovation and content activation. Overview As an OOH Associate Director, you will be responsible for collaborating with clients and internal teams to lead and implement the strategic and tactical direction for OOH. The AD is responsible for communicating with interdepartmental teams to develop a holistic OOH campaign strategy which supports client goals. The AD is also responsible for identifying and educating on emerging market trends and technologies as they relate to specific campaigns. Qualifications - Minimum of 5+ years of OOH media planning experience - Luxury client experience a plus - Strong team management and interpersonal communication - Strong negotiation skills - Ability to collaborate and work as part of a team - Strong presentation skills - Excellent skills in MS Office: Excel, Word and PowerPoint Responsibilities - Responsible for communicating with management on account and group status - Identify client goals/objectives and lead the development of OOH strategies and tactics for current campaigns - Oversee and implement tactical planning, negotiation, activation, and maintenance of designated OOH media campaigns within offline and online environments - Stay current with consumer consumption habits, ‘first-to-market’ opportunities and emerging technologies - Provide POV for staff and clients on new opportunities and vendor partners - Build strong relationships with senior-level client counterparts and manage day-to-day relationships - Analyze competitive activity in the marketplace - Have a thorough knowledge of the principles of OOH advertising as well as an understanding of media concepts and terms, creative and budget requirements - Have an ability to write clearly and concisely and present orally in an articulate and confident manner - Have thorough knowledge of the dynamics of media: how each media element performs alone, how they perform together and how they are constantly changing - Oversee the development and growth of assigned team members This is the pay range the Company believes it will pay for this position at the time of this posting. Consistent with applicable law, compensation will be determined based on relevant experience, other job-related qualifications/skills, and geographic location (to account for comparative cost of living). The Company reserves the right to modify this pay range at any time. For this role, benefits include: health insurance, vision insurance, dental insurance, 401(k), Healthcare Flexible Spending Account, Dependent Care Flexible Spending Account, vacation days, sick days, personal days, paid parental leave, paid medical leave, and STD/LTD insurance benefits. Compensation Range $70,000 - $115,000 USD This role is hybrid, requiring three (3) days per week in the office. The remaining two (2) days may be worked remotely. Specific in-office days will be discussed during the interview process, with flexibility to align with team needs. Please note that the number or required in-office days may be adjusted over time, potentially increasing the number of required in-office days based on business needs

Title: Director of Corporate Reputation and Response remote type Office locations Charlotte, NC Columbus, OH Chicago, IL Detroit, MI Cleveland, OH time type Full time job requisition id R0071206 Job Description: The Director of Corporate Reputation and Response is responsible for developing and implementing communications strategies that protect the company’s reputation while proactively supporting our clients, colleagues, and communities during issues and crises. As Huntington continues to grow and evolve, this role plays a critical enterprise‑wide function—ensuring the company is prepared to address complex, fast‑moving issues while maintaining the trust of our clients, colleagues, and communities. Reporting to the Director of External and Business Communications, the Director of Corporate Reputation and Response will lead Huntington’s messaging strategy and corporate response to a wide range of scenarios that may pose a reputation risk. The successful candidate is a strategic thinker who can identify and prepare for emerging risks—and respond confidently and rapidly across a range of appropriate channels, including media, social media, and colleague communications. In addition, this individual must be able to dynamically manage shifting priorities for themselves and their team through unpredictable work cycles and surges, ensuring effective performance under pressure. A core element of this role’s effectiveness is the ability to cultivate strong relationships and rapport with leaders across all areas of the company, ensuring collaborative and cohesive responses during challenging situations. Success in this position depends not only on strategic vision, but also on the ability to establish trust and credibility with senior leadership—enabling seamless communication and unified crisis management. The Director of Corporate Reputation and Response leads a small team of experts in media relations, social media, and reputation management, and will partner closely with senior leaders across the company to help monitor and manage potential issues. This leader will be instrumental in establishing a culture of awareness, preparedness, and responsiveness across the Corporate Communications team and throughout the company—fostering strong relationships that drive effective crisis resolution and protect our reputation. Key Responsibilities: - Build and maintain strong partnerships with key stakeholders—including senior leadership, legal, government relations and marketing teams—to provide strategic counsel and tactical communications support. - Develop and implement communication strategies, plans and messaging in response to potential crises, threats, emergencies or issues that may impact the organization. - Serve as a point of contact for internal and external communication during crises and issues, including media inquiries, stakeholder outreach, and social media engagement. - Monitor and analyze media coverage and social media activity related to crises and issues and adjust communication strategies as needed. - Lead media response strategy and engage with top-tier media in deadline-driven situations. - Provide training and guidance to colleagues on reputation management tactics and crisis communication procedures. - Evaluate the effectiveness of existing crisis communication plans and make recommendations for improvement. Basic Qualifications: - Bachelor's degree or higher in Communications, Public Relations, Journalism, or related field. - Minimum of 10 years of experience in crisis communications, public relations, or related field, with demonstrable experience in media relations and crisis management. Preferred Qualifications: - Demonstrated success cultivating relationships and working collaboratively with a variety of functional leaders across a large organization. - Track record leading high-performing teams and dynamically managing team priorities through high-volume and / or unpredictable work cycles. - Ability to work in a fast-paced environment and remain cool under pressure. - Proficiency in social media monitoring and management tools. - Strong written and verbal communication skills. - Strong executive presence, with high degree of comfort presenting and providing counsel to senior leaders. - Excellent judgment when working through complex situations. - Experience working in the financial services sector or another regulated industry. #LI-NG1 Exempt Status: (Yes = not eligible for overtime pay) (No = eligible for overtime pay) Yes Workplace Type: Office Our Approach to Office Workplace Type Certain positions outside our branch network may be eligible for a flexible work arrangement. We’re combining the best of both worlds: in-office and work from home. Our approach enables our teams to deepen connections, maintain a strong community, and do their best work. Remote roles will also have the opportunity to come together in our offices for moments that matter. Specific work arrangements will be provided by the hiring team. Compensation Range: $125,000-$255,000 annually The compensation range represents the anticipated low and high end of the base compensation range for this position. Actual compensation will vary based on various factors including but not limited to location, experience, and education.  Colleagues in this position are also eligible to participate in an applicable incentive compensation plan.  In addition, Huntington provides a variety of benefits to colleagues, including health insurance coverage, wellness program, life and disability insurance, retirement savings plan, paid leave programs, paid holidays and paid time off (PTO). Note to Agency Recruiters: Huntington will not pay a fee for any placement resulting from the receipt of an unsolicited resume. All unsolicited resumes sent to any Huntington colleagues, directly or indirectly, will be considered Huntington property. Recruiting agencies must have a valid, written and fully executed Master Service Agreement and Statement of Work for consideration.

Title: Director, Future Field Engagement Strategy - Metrics And Incentives Location: United States Full Time Job Description: Summary #LI-Remote This position can be based remotely anywhere in the U.S. (there may be some restrictions based on legal entity). The expectation of working hours and travel (domestic and/or international) will be defined by the hiring manager. This position will require 30% travel. Novartis is unable to offer relocation support for this role: please only apply if this location is accessible to you. Company will not sponsor visas for this position. The Director, Future Field Engagement Strategy – Metrics & Incentives shapes how success is measured and celebrated across Novartis’ evolving commercial organization. This role designs forward‑looking performance metrics and incentive frameworks that align with modern engagement models, emerging field roles, and enterprise priorities. By reinforcing the right behaviors and outcomes, this leader helps inspire field teams while driving sustainable customer impact, growth, and long‑term competitiveness. About the Role Key Responsibilities: - Architect and lead future‑ready measurement frameworks that define how Customer Engagement and Go‑to‑Market success are assessed across the enterprise. - Translate complex, aggregated performance signals (e.g., claims, prescribing, payer, CRM insights) into clear, strategic measurement constructs. - Shape balanced scorecards that intentionally measure both outcomes and critical enterprise behaviors, bringing an outside‑in perspective in close partnership with Insights and Decision Science (IDS). - Serve as a strategic advisor to senior leadership by delivering forward‑looking insights on performance trends, risks, and opportunities, alongside Insights and Decision Science. - Reimagine incentive compensation strategies to align with evolving field roles, customer archetypes, and modern engagement models. - Steward incentive frameworks in partnership with Incentive Compensation teams to ensure they are equitable, transparent, and meaningfully motivating. - Continuously evolve metrics and incentives to reflect market dynamics, transformation priorities, and real‑world field feedback, in collaboration with Insights and Decision Science. - Partner across Insights and Decision Science, Finance, Field Leadership, and field enablement teams to ensure performance frameworks remain grounded, agile, and operationally impactful. Essential Requirements: - Bachelor’s degree required from 4-year college or university. - 8+ years’ experience in incentive design, performance management, or field operations strategy, within pharmaceutical, biotech, healthcare, or similarly structured industries with large, geographically dispersed teams. We also welcome candidates from other complex environments such as medical devices, diagnostics, life sciences services, insurance, consumer health, or B2B sectors. - Deep expertise in incentive compensation strategy, customer engagement metrics, and the levers that drive field performance and motivation. - Proven ability to design and scale innovative, data‑driven models that connect enterprise insights with real‑world field execution. - Strong fluency in healthcare systems, including payer and provider dynamics, enterprise account management, and evolving technology trends. - Demonstrated success influencing senior leaders and aligning cross‑functional stakeholders within complex, matrixed organizations. - Exceptional analytical and strategic thinking capabilities, with the ability to synthesize complex data into clear insights, narratives, and action plans. - Trusted collaborator and communicator, skilled at building relationships, facilitating alignment, and driving outcomes across functions, geographies, and field teams. Desirable Requirements: - Experience working with enterprise incentive compensation platforms and advanced analytics tools, including applying these capabilities to go‑to‑market transformation, evolving engagement models, and new role architectures. - Background in consulting or high‑growth environments, with demonstrated success building scalable measurement and incentive constructs across global or multi‑market teams while maintaining fairness, comparability, and strategic coherence. Novartis Compensation Summary: The salary for this position is expected to range between $185,500 and $344,500 per year. The final salary offered is determined based on factors like, but not limited to, relevant skills and experience, and upon joining Novartis will be reviewed periodically. Novartis may change the published salary range based on company and market factors. Your compensation will include a performance-based cash incentive and, depending on the level of the role, eligibility to be considered for annual equity awards. US-based eligible employees will receive a comprehensive benefits package that includes health, life and disability benefits, a 401(k) with company contribution and match, and a variety of other benefits. In addition, employees are eligible for a generous time off package including vacation, personal days, holidays and other leaves. Why Novartis: Helping people with disease and their families takes more than innovative science. It takes a community of smart, passionate people like you. Collaborating, supporting and inspiring each other. Combining to achieve breakthroughs that change patients’ lives. Benefits and Rewards: Learn about all the ways we’ll help you thrive personally and professionally. Read our handbook (PDF 30 MB) EEO Statement: The Novartis Group of Companies are Equal Opportunity Employers. We do not discriminate in recruitment, hiring, training, promotion or other employment practices for reasons of race, color, religion, sex, national origin, age, sexual orientation, gender identity or expression, marital or veteran status, disability, or any other legally protected status.

Role Description OnTrac is hiring a Director, Capacity & Labor Planning! Are you eager to join a dynamic and expanding company where you can both learn and make a meaningful impact? If you possess a strong sense of empathy, enjoy assisting others, thrive in a fast-paced environment, and excel at problem-solving, we encourage you to apply today to connect with a recruiter! This position may be performed remotely in states where the company is authorized to employ individuals. The Director of Capacity & Labor Planning leads the enterprise planning organization responsible for: - Labor planning - Workforce strategy - Capacity planning - Shift architecture - Work measurement - Operational planning across OnTrac’s hub and branch network This role establishes the long-term planning strategy and operating standards needed to support a scalable, cost-efficient network operating seven days per week and up to 20 hours per day. The Director owns the development of: - Enterprise planning methodologies - Labor standards - Capacity models - Workforce strategies This leader partners closely with various departments to ensure the network is properly staffed, balanced, and positioned for future growth and automation. Qualifications - 10+ years of leadership experience in labor planning, workforce planning, capacity planning, industrial engineering, or operations planning within large-scale logistics, parcel, fulfillment, or distribution networks - Experience supporting operations with thousands of frontline employees across multiple facilities - Experience developing enterprise labor models, workforce strategies, and shift structures - Strong analytical background in workforce planning, forecasting, capacity modeling, and labor optimization - Proven success leading cross-functional strategic initiatives and organizational transformation Requirements - Own enterprise labor planning strategy across all hub and branch operations - Develop labor planning methodologies supporting seven-day operations and up to 20 operating hours per day - Establish staffing models using Full-Time, Part-Time, Temporary, and Seasonal labor - Develop enterprise staffing plans aligned to forecasted demand, customer growth, and peak operations - Design enterprise shift structures across hubs and branches - Develop optimized operating schedules to maximize asset utilization and labor efficiency - Establish standards for shift overlap, split shifts, weekend operations, seasonal staffing, cross-functional labor utilization, and hostler shift planning - Create scalable workforce strategies that support future growth while maintaining flexibility and cost efficiency - Own enterprise capacity planning methodology for hub and branch operations - Develop standardized capacity measurement across the network - Lead Daily Operating Plan (DOP) planning standards - Balance labor requirements against throughput and facility capacity - Build long-range capacity models for growth, automation, and expansion - Establish planning standards for peak readiness and contingency planning - Establish enterprise engineered labor standards - Develop productivity benchmarks and staffing algorithms - Lead work measurement studies and standard work development - Define labor productivity expectations across major operational processes - Create standardized planning methodologies used across the network - Define the long-term vision for automated labor planning and workforce management - Develop business requirements to transition from manual spreadsheets and disconnected processes to automated planning workflows - Partner with Product and Technology teams to prioritize and implement planning capabilities - Improve forecasting accuracy, planning visibility, and decision-making through automation and data integration - Translate volume forecasts into labor, shift, and capacity requirements - Develop staffing plans for daily, weekly, seasonal, and peak operations - Lead scenario modeling, operational simulations, and contingency planning - Support enterprise Sales & Operations Planning (S&OP) through capacity and workforce planning - Lead and develop the Capacity & Labor Planning organization - Provide leadership, coaching, and strategic direction to managers and planners - Build a high-performing planning organization capable of supporting long-term network growth and operational excellence Benefits - Medical, dental, and vision insurance - Life and short- and long-term disability coverage - 401(k) retirement savings plan with company match - Flex vacation with accruals up to 96 hours for first year of employment - Two (2) floating holidays per year - Paid sick leave* - Six (6) paid company holidays - Two (2) weeks paid pregnancy disability leave - Four (4) weeks paid parental bonding leave - Additional wellness and employee assistance programs Benefits eligibility and offerings are subject to the terms and conditions of the applicable plans and company policies. Posting Timeline This job posting is anticipated to remain open for at least 15 days from the date of posting. Disclosures *Washington state employees are eligible for up to 56 hours of paid sick leave annually. The salary range above represents the national range for this position. The salary range may be inclusive of several career levels at OnTrac, and the actual base salary offered may vary depending on several factors including, but not limited to: Geographic location, candidate experience and qualifications, job-related skills and competencies, market alignment, and financial considerations. If you are excited to be part of our team and grow with our OnTrac family, we invite you to apply!