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Dynamics AX Principal Project Manager
e Dynamics AX Principal Project Manager (PjM) role is a trusted advisor to client project leadership
within the assigned accounts. Candidates should have experience driving communications with
internal executive leadership teams and the client to help Microso customers achieve their objectives.
Candidates need to demonstrate the ability to give relevant, clear and prescriptive advice, grounded
in relevant experience, to continuously drive projects through to successful completion. e Services
PjMs are responsible for leading engagement delivery within a formal Statement of Work (SOW)
to drive predictable behaviors in terms of project process and outcomes (accomplished on time, on
budget, and according to customer speci cations). e PjM is also responsible for risk management,
delivery excellence, engagement quality and customer satisfaction. Candidates will need to demonstrate
experience with maintaining a Master Program Plan including at least: the Communication Plan
(communications within the team and between the team and external entities) and the Team Reference
Guide Plan (identi es team and external team members), and maintaining the Master Project Schedule.
Requirements: MUST DEMONSTRATE EXTENSIVE EXPERIENCE IN ALL AREAS LISTED
BELOW, NO EXCEPTIONS.
e capability to be e ective requires a senior level project management professional who has
held project management roles within a global services organization or Fortune 1000 corporations. e
ability to easily and e ectively connect and relate to senior customer leadership and executives is an
Five years as primary project manager on transformational $1M+ services engagements for a Tier
1 ERP Dynamics AX solution. Demonstrated capability in managing large, global, complex ERP
implementations from sales through to go live.
Knowledge of MCS Dynamics Sure Step Evolved methodology preferred. Proven, deep knowledge
of a competing Tier 1 implementation methodology used to deliver large, transformational business
application implementations will be considered.
Working knowledge of Dynamics AX or deep experience in a comparable ERP system
3-5 years working with o shore development organizations
Strong executive presence and demonstrated ability to build, extend and maintain senior client
relationships with executive steering committee members
Exceptional communication, team building and mentoring skills
Demonstrated ability to lead consulting teams comprising of 5+ senior level domain experts
Project Management fundamentals (e.g. PMI or equivalent) and Industry-speci c certi cations
Ability to travel up to 80%+ both within the US and Internationally based on client requirements and
BA or Master's degree in Computer Science or equivalent industry experience
Send cover letter and resume no later than Wednesday June 14th, 2017 to the Microso Global Talent
Acquisition team by entering to https://careers.microso .com/ lter by Trinidad and Tobago and apply
directly to the positions.
Applicants are also required to submit a copy of their application to:
Chief Manpower O cer,
Ministry of Labour & Small and Micro Enterprise Development,
Level 3, Duke Place,
50 -- 54 Duke Street,
Port of Spain.
Building and maintaining strong relationships with recruiters
When searching for a new job, relationships
are the most important piece of the puzzle. How
you manage your interactions with people has
a direct impact on the value of the relationship.
This logic holds true for working with recruiters,
too. When engaging recruiters in your job search,
realize there are many nuances to a successful re-
lationship. It is advantageous to know the Good,
Better, and Best ways to engage a recruiter and
maintain the connection long term.
Expectation: Remember that you are swimming
upstream. Recruiters typically find candidates to fill
jobs, not find jobs for candidates (although, there
are times the candidate is a key to engaging a new
client). With this in mind, here are some approaches
to getting a recruiter's attention:
Find recruiters on Twitter and LinkedIn by doing
simple searches and invite them into your social net-
work. Be sure to include something about yourself
or reference their blog---something to make a small
connection. You can also email your resume to them
with a cover letter outlining very specific goals for
your job search and what job you are seeking. Keep in
mind, the email subject must catch their eye.
Network to the recruiter through a mutual friend
or colleague. Ask your friend to tell the recruiter to
expect a call from you. In many cases, you'll get the
recruiter on the line long enough to discuss your sit-
uation and potential opportunities down the road.
Finding recruiters through friends also helps you find
ones who focus on your industry or occupation.
If you really want to get a recruiter's attention, give
them something they can use, like a connection to a
new client. You might have a neighbor who is hiring
and needs the help of a recruiter.
Help them find you. Beyond the job boards and focus
groups, leverage Social Media. Write blogs covering your
area of expertise; then tweet or send updates on LinkedIn
with links to the article. Recruiters search for certain
tools, industries, expertise and skills on the Internet all
the time---their search may lead to your blog.
Maintaining the Relationship
Expectation: Once entered in their database, re-
alize that you are easily "resurfaced" if you have a
good resume filled with key terms. Calling a recruiter
every week to see if new opportunities popped up is
not a good idea. Nor is sending a weekly email saying
you are still on the market. However, if your situa-
tion changes, it is good etiquette to let them know
(especially if you got a new job). It is acceptable to
maintain relationships with several recruiters, but
realize there is work to do with each:
Watch the recruiter's job listings or subscribe to the
RSS feed. They will likely call you if you are a good
fit, but just in case, keep up to date. Call if there is a
Develop a little bit of a personal relationship. Tweet
them once in a while about non-job related things.
Once you have a good relationship, they may take
more time to coach you on job search techniques.
Continue to provide valuable information to the
recruiter. Perhaps share an article related to their in-
dustry. Share the names of good candidates for jobs
they are working on.
Offer to write an article for their blog if they have one.
Bloggers love guest writers and you stand a great chance
of being noticed by your recruiter's entire network.
Working on an Opportunity
Expectation: Once there is an actual job for
consideration, your recruiter is fully engaged
with you. Realizing that the recruiter needs to
be completely aware of your thoughts on the job
opportunity will help keep everyone in synch.
No surprises. Your recruiter should
know about your level of interest in the
job, salary expectations, other interviews,
and ideal work environment/culture.
Make sure the recruiter can accurately
gauge how good of a fit you are for the job.
Be honest. Let the recruiter know about
gaps in employment or unique circum-
stances surrounding leaving a past job.
This information will surface eventually.
Your recruiter will not be pleased if he/
she was misled about you. Their reputa-
tion is on the line whenever they present
someone. Along the same lines, if you have
already been submitted to the company
through other means, let the recruiter
know---you do not want or need to be
Ask the right questions. Make sure you
are well-prepared for interviews. A good
recruiter will know the inside scoop on the
job, company, interviewers, and non-salary
benefits of working there.
Share any findings in your research you
think the recruiter may not know. A col-
league of yours may know something about
the company your recruiter does not. This
information might help both of you.
After You Get a Job
Once you land a new job, keep your best
recruiters in the loop. Check in with them
once in a while. After you have gotten in-
tegrated in the company, see if there is an
opportunity for the recruiter to work on
new job openings. Keep providing good
candidates or potential clients.
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