Top Division Market Research Executive directs and oversees a division's market research function. Utilizes data analytics to produce findings to present to management and use for product development decisions. Being a Top Division Market Research Executive evaluates current sales and other data to develop insights into future trends. Conducts market studies and testing to determine new product potential. Additionally, Top Division Market Research Executive recommends marketing efforts that are focused on markets with high potential. Requires a bachelor's degree of Marketing or business. Typically reports to top management. The Top Division Market Research 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. To be a Top Division Market Research Executive typically requires 8+ years of managerial experience. (Copyright 2024 Salary.com)
The Noble Research Institute, LLC, in Ardmore, Oklahoma is seeking a Research Technician to assist with certain aspects of research.
This is a temporary position available for approximately 12 weeks during the summer months of May through August and is intended for high school and college students. Work hours are Monday through Friday from 7:00 AM - 3:30 PM.
Part-time position are not eligible for benefits. Minimum hourly rate is $13.00.
Applications will be accepted until all open positions are hired. Interested applicants should apply immediately.
What you will be doing:
Summer research technicians are responsible for assisting research staff with sample collection, data collection and entry, and other support duties under close supervision.
Must be at least 16 years of age by first day of employment.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
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