Oversees all litigation related to an organization and ensures maximum protection of the organization's legal rights.
Acts as a liaison between outside attorneys and in-house staff. Directs cases through litigation cycle, reviews new files for coverage and liability issues, and develops a cost-effective defense strategy. Consults with senior management to resolve issues and decide settlements.
Job Title | Job Description | |
---|---|---|
1 | Top Human Resources Information System (HRIS) Executive | The Top Human Resources Information System (HRIS) Executive develops, implements, and maintains HRIS system(s) to meet an organization's needs and objectives. Plans and directs all aspects of an organization's human resource information system(s). Being a Top Human Resources Information System (HRIS) Executive requires a bachelor's degree. Researches, evaluates, tests and selects the necessary hardware and software needed to achieve the goals of the department. In addition, Top Human Resources Information System (HRIS) Executive demonstrates expertise in a variety of the field's concepts, practices, and procedures. Typically reports to top management. The Top Human Resources Information System (HRIS) Executive manages a departmental function within a broader corporate function. Develops major goals to support broad functional objectives. Approves policies developed within various sub-functions and departments. Comprehensive knowledge of the overall departmental function. Working as a Top Human Resources Information System (HRIS) Executive typically requires 8+ years of managerial experience. |
2 | Vice President of Claims | The Vice President of Claims is responsible for managing and implementing claims programs for all lines of insurance. Plans and directs all aspects of an organization's insurance claims function. Being a Vice President of Claims develops procedures and policies to enhance and improve the processing, investigation, and settlement of claims. Directs the review and settlement of complex or high dollar claims. In addition, Vice President of Claims ensures legal examinations are made when appropriate. Requires a bachelor's degree. Typically reports to top management. The Vice President of Claims manages a departmental function within a broader corporate function. Develops major goals to support broad functional objectives. Approves policies developed within various sub-functions and departments. Comprehensive knowledge of the overall departmental function. Working as a Vice President of Claims typically requires 8+ years of managerial experience. |
3 | Vice President of Global Ethics and Compliance | The Vice President of Global Ethics and Compliance is responsible for all activities relating to standards of conduct and ethical relationships, including Sarbanes Oxley. Develops and directs the organization's worldwide ethics and compliance function. Being a Vice President of Global Ethics and Compliance is responsible for company-wide confidential reporting systems allowing employees, customers, contractors, and other stakeholders to disclose violations of the corporation's ethical standards, violations of law, or corporate policy relating to such matters without fear of retaliation. Oversees development of a compliance risk management program to assess, prioritize, and manage legal and regulatory compliance risks based on Federal Sentencing Guidelines requirements and benchmarking research, facilitating the systematic assessment and management of compliance risks. In addition, Vice President of Global Ethics and Compliance requires a bachelor's degree in area of specialty. Typically reports to top management. The Vice President of Global Ethics and Compliance manages a departmental function within a broader corporate function. Develops major goals to support broad functional objectives. Approves policies developed within various sub-functions and departments. Working as a Vice President of Global Ethics and Compliance typically requires 8+ years of managerial experience. Comprehensive knowledge of the overall departmental function. |
4 | Vice President of Data Privacy | The Vice President of Data Privacy establishes business and data management processes that reflect privacy requirements and comply with laws and regulations. Plans and directs all aspects of an organization's privacy strategy, including policies, procedures, and initiatives. Being a Vice President of Data Privacy creates compliance monitoring, auditing, and remediation processes. Develops and implements privacy training programs. In addition, Vice President of Data Privacy ensures privacy policies and guidelines are communicated to employees, customers, shareholders, and media. Requires a bachelor's degree. Typically reports to top management. The Vice President of Data Privacy manages a departmental function within a broader corporate function. Develops major goals to support broad functional objectives. Approves policies developed within various sub-functions and departments. Working as a Vice President of Data Privacy typically requires 8+ years of managerial experience. Comprehensive knowledge of the overall departmental function. |
5 | Head of Employee Training & Development | The Head of Employee Training & Development collaborates with functional management teams to assess training and development needs as well as to gauge the effectiveness of established programs. Leads the development and implementation of all aspects of an organization's training programs, policies, and objectives to develop and maintain an effective workforce. Being a Head of Employee Training & Development reviews new training techniques and suggests enhancements to existing training programs. Develops a strategic plan to implement an efficient and responsive training services team and relevant programs. In addition, Head of Employee Training & Development oversees relationship with vendors to ensure outside training programs are effective and provide a good return on investment. May lead or contribute to a succession planning process. Requires a bachelor's degree. Typically reports to top human resources management. The Head of Employee Training & Development manages a departmental function within a broader corporate function. Develops major goals to support broad functional objectives. Approves policies developed within various sub-functions and departments. Comprehensive knowledge of the overall departmental function. Working as a Head of Employee Training & Development typically requires 8+ years of managerial experience. |
Skills | Proficiency Level |
---|---|
Planning and Organizing | Level 4 |
Coordination | Level 4 |
Judgment and Decision Making | Level 4 |