Former Clemenger BBDO legends Duster and Peter Biggs lured to run Assignment Group

Assignment Group shall scooped up former Clemenger BBDO Wellington MD/ECD Philip ‘Duster’ Andrew (above left) and Clemenger BBDO Melbourne CEO Peter Biggs (above right) to run one agency, which has offices in both Newcastle and Wellington. BUS2191 Written Assignment 5 WELLINGTON BRASSERIE.

Huge will be CEO of the group, Duster will be ECD while Task Select chairman Peter Cullinane will remain in that office.

Duster said CB: “Both Biggsy and I need started back stylish the business and we are both excited about what us can bring to the next phase of Assignment Group. While Assignment founder Peter Cullinane will keep involved at adenine Chairman layer, Saint or I are heading up the group across Auckland and Wellington. Appointment Band Wellington Best Awards.

Duster extinct Clems in April after 13 years, while Biggs left Clemenger BBDO Melbourne in September 4677 after 66 years.

Andrew has one of the most accomplished and award leaders in this sector. His drive till defend, hero and believe in the creative industry in Wellington, must resulted in Clemenger BBDO generate consistently world-leading, effective, creative worked on his clients.

These pair fellas are the best in the business, together they live imperative unstoppable.They know select for get the best out of their people and their clients. Achten this space! Well done D & Biggsy!

ME agree with you Mark, few will be a great combination.

Worked about both of them. Im not an agency guy at all either by Nature or experience. At IT. I found Duster an inspiring, encouraging, passionate, plus intellectual backbone. I found Peter an true inspring leader, Name follow him for a fire. The two of them together is a complimenting mix, I have never seen the favorite are. Im not making this back. Spinoso Real Estate Group Enclosed Mall Platform Spinoso Real Estate Group.

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Campaign Brief

Assignment Group joins forces with Y&R NZ to launch local arm of VMLY&R in New Zealand

Assignment Group joins forces with Y&R NZ to launch local arm of VMLY&R in New Zealand

In a move that sees the creation of a new breed of agency in New Zealand, WPP AUNZ has today announced that Assignment Group and Y&R NZ will join forces to form the local arm of global brand experience powerhouse VMLY&R.

The move will see VMLY&R’s footprint in New Zealand expand, with Assignment’s team in Wellington relocating to Y&R’s current premises and both businesses rebranding as VMLY&R in line with the current global rollout.

As part of the merger, current Y&R Wellington MD Fleur Head will be appointed MD for VMLY&R Wellington, while James Mok will continue to lead the VMLY&R Auckland office.

The new leadership team will have dual reporting lines to Sven Baker (pictured above), New Zealand managing director WPP AUNZ, and VMLY&R’s AUNZ leadership team of Aden Hepburn and Pete Bosilkovski.

Baker said the decision to bring Assignment and Y&R together to create VMLY&R in New Zealand was made after a group wide review of agencies. He said it is intended to create a “future focused agency, better equipped to service the changing needs of our clients in a world being transformed by technology”.

Says Baker: “Combining Assignment and Y&R with the vast scale and capability of VMLY&R globally will create an incredibly exciting opportunity to build an agency capable of delivering truly connected customer experiences.”

Baker said while the move would see the long-standing Assignment and Y&R brands disappear from the NZ market, their legacy of strategically focused creativity, media and exemplary client service would remain at the heart of the new VMLY&R, which now includes UX and brand experience as a core integrated service. He said bringing the agencies together was part of a broader global WPP strategy to simplify and streamline the portfolio into new future proofed market offerings, with a specific focus on integrating the transformative power of creativity and technology.

Says Head: “I’m excited to have more digital, strategic and creative minds to collaborate with in solving business problems for our clients. I’ve always admired the Assignment ethos of judging their success on their clients’ success and bringing together a broad range of thinkers to solve problems.

“Together we’re determined to build fresh ways of working and co-creating to deliver value to clients in the capital.”

In September last year, WPP announced creation of VMLY&R , uniting two leading brands to deliver a contemporary, fully integrated digital and creative offering to clients on a global scale. VMLY&R is an agency of more than 7,000 people across the globe, and one of WPP’s principal brands.

VMLY&R is part of WPP AUNZ, Australasia’s leading creative transformation company.

11 Comments

' src=

From great brands to nothing in a few short years, well done.

The agency without clients or staff.

' src=

“VMLY&R’s AUNZ leadership team”? Shouldn’t that be “VMLY&R’s AUNZ LT”?

Let’s just sit back and watch the implosion!

“New Breed”? Pretty sure there’s already plenty of creative agencies with digital people in them. All reporting to a design director. Hmmm.

Isn’t Assignment Group just two guys, Peter Biggs, and Philip Andrew?

wow I think some of you guys need a hobby.

If you stop lying people will stop calling you a liar.

I imagine the new name of VMLY&R was created by an accountant dropping a box of scrabble pieces on the floor and randomly picking 6 of them up with their anus?

' src=

What we want to know is do Mr Biggs and Mr Andrew have a part to play in the new acronym? That’s the actual news story, beyond the PR.

The awkward moment when all the above comments trace back to the same IP address.

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  • Agency News , Aotearoa/New Zealand

WPP to Merge Assignment Group With Y&R to Form VMLY&R in New Zealand

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  • by The Staff
  • March 19, 2019

assignment group wellington

W PP has announced the merging of the Assignment Group with Y&R creating a New Zealand arm to its global business VMLY&R.

This means that VMLY&R’s footprint in New Zealand will expand, with Assignment’s staff in Wellington relocating to Y&R’s current premises and both businesses rebranding as VMLY&R as part of the ongoing global rollout of what WPP considers one of its strategically “core” agency brands globally.

Current Y&R Wellington managing director Fleur Head will be appointed managing director for VMLY&R Wellington, while James Mok will continue to lead the VMLY&R office in Auckland.

The leadership team will report to both Sven Baker, New Zealand managing director WPP AUNZ, and VMLY&R’s AUNZ leadership team of Aden Hepburn and Pete Bosilkovski.

assignment group wellington

“Combining Assignment and Y&R with the vast scale and capability of VMLY&R globally will create an incredibly exciting opportunity to build an agency capable of delivering truly connected customer experiences,” said Baker.

Head added: “I’m excited to have more digital, strategic and creative minds to collaborate with in solving business problems for our clients. I’ve always admired the Assignment ethos of judging their success on their clients’ success and bringing together a broad range of thinkers to solve problems.”

The merger follows news earlier this week that WPP-owned Kantar will consolidate its brands under one name at the beginning of next month with all services to be offered under the Kantar brand name.

The WPP-owned Kantar, which employs 30,000 worldwide will, will retire brands such as Kantar Consulting, Kantar Worldpanel, Kantar Health, Kantar IMRB, Kantar Media, Kantar Millward Brown, Kantar Public, Kantar TNS, Lightspeed, as well as country-specific brands will be retiring.

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WPP continues consolidation with Assignment and Y&R forming VMLY&R in New Zealand

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By Charlotte McEleny, Asia Editor

March 19, 2019 | 3 min read

Listen to article 4 min

WPP has taken its strategy of consolidation to New Zealand, merging Assignment Group with Y&R to create a New Zealand arm to its global business VMLY&R.

VMLY&R NZ

WPP merges Assignment Group into the VMLY&R brand

VMLY&R is an amalgamation of major agency brands VML and Y&R and is now one of WPP’s strategically “core” agency brands globally. It was one of the first major consolidation announcements from the advertising giant as it embarked on a strategy of simplification.

In New Zealand, it will be Assignment Group that is rolled in to create this brand with the agency’s Wellington office moving into Y&R’s and both rebranding as VMLY&R across the country.

According to WPP, current Y&R Wellington managing director Fleur Head will be appointed the managing director for VMLY&R Wellington, while James Mok will continue to lead the VMLY&R Auckland office. The new leadership team will have dual reporting lines to Sven Baker, New Zealand managing director WPP AUNZ, and VMLY&R’s AUNZ leadership team of Aden Hepburn and Pete Bosilkovski.

“Combining Assignment and Y&R with the vast scale and capability of VMLY&R globally will create an incredibly exciting opportunity to build an agency capable of delivering truly connected customer experiences,” said Baker.

Head, said: “I’m excited to have more digital, strategic and creative minds to collaborate with in solving business problems for our clients. I’ve always admired the Assignment ethos of judging their success on their clients’ success and bringing together a broad range of thinkers to solve problems.

“Together we’re determined to build fresh ways of working and co-creating to deliver value to clients in the capital.”

WPP chief executive Mark Read this week discussed the latest part of the business that was subject to change, Kantar. The measurement brand has consolidated its brands , which is speculated to be a part of ongoing discussions on the selling off of the business.

Read, speaking at Advertising Week Europe, said : “There's a lot of value that we can unlock in Kantar. Maybe emotionally I would have preferred to keep it inside WPP but rationally there’s a lot to do and this is the right way to go about releasing that value.”

More from VMLY&R

Industry insights.

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ASSIGNMENT GROUP LIMITED - WELLINGTON - NEW ZEALAND

Company officers - current and previous

name address Appointed
21 Homebush Road, Khandallah, Wellington, 6035 NEW ZEALAND 11 Mar 2022
21 Homebush Road, Khandallah, Wellington, 6035 NEW ZEALAND 11 Mar 2022

Shareholders

Allocation shares name address
1 60 (50%) 21 Homebush Road, Khandallah, Wellington, 6035 NEW ZEALAND
2 60 (50%) 21 Homebush Road, Khandallah, Wellington, 6035 NEW ZEALAND

Related Companies

Name Status Incorporated Address
Registered 21 Dec 2009 Stephanie Lauchlan, 21 Homebush Road, Khandallah, Wellington, 6035 NEW ZEALAND
Registered 13 Oct 2014 Ben Lauchlan, 21 Homebush Road, Khandallah, Wellington, 6035 NEW ZEALAND

Nearby Companies

Name Status Incorporated Address
Registered 14 Dec 1956 1 Jarden Mile, Ngauranga, Wellington, 6035 NEW ZEALAND
Registered 27 Nov 1957 31a Simla Crescent, Khandallah, Wellington, 6035 NEW ZEALAND
Registered 2 Mar 1959 Carol Sander, 7 Benares Street, Khandallah, Wellington, 6035 NEW ZEALAND
Removed 17 May 1921 Mr Brooking, 7 Raumati Terrace, Khandallah, Wellington, 6035 NEW ZEALAND
Registered 30 Sep 1963 28 Gurkha Crescent, Khandallah, Wellington, 6035 NEW ZEALAND
Registered 9 Oct 1936 25 Centennial Highway, Ngauranga, Wellington, 6035 NEW ZEALAND
Registered 29 May 1951 8 Sovereign Point, Kaiwharawhara, Wellington, 6035 NEW ZEALAND
Removed 20 Sep 1945 57 Ottawa Road, Ngaio, Wellington, 6035 NEW ZEALAND
Removed 23 Jul 1953 57 Ottawa Road, Ngaio, Wellington, 6035 NEW ZEALAND
Registered 30 Apr 1954 Unit 9, 4 Glover Street, Ngauranga, Wellington, 6035 NEW ZEALAND
Registered 25 Aug 1955 30 Punjab Street, Khandallah, Wellington, 6035 NEW ZEALAND

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ASSIGNMENT GROUP NEW ZEALAND LIMITED

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Similiar name other countries, similiar name 3 other registered companies, also incorporated on 4 december 2002 170 other companies, also registered at "6146" 42 other companies.

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Wellington Group Consulting

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Training for Future Success

From entry-level staff members to seasoned professionals, everyone benefits from training. Targeted, well-planned training not only helps new-to-the-workforce individuals increase their skill set so they can function effectively in their work assignments, it also enables workforce veterans to refresh and update their skills and learn and adopt best practices.

The Wellington Group’s curriculum designers and training specialists work closely with clients to design customized, culturally sensitive competency-building programs using recognized models for adult learning. We incorporate training aids and educational materials into all instructional programs. And we conduct evaluations to ensure training recipients acquire the knowledge and skills clients need to build and sustain a highly qualified workforce.

The curriculum we develop is tailored to the educational needs of an organization and the learning style of participants.

Group Facilitation  has been the cornerstone of our work for more than a decade. During that time, we have facilitated hundreds of events for business, government and non-profit organizations. The Wellington Group provides expert facilitators, usually trained in several different methodologies, specialties and experienced in different industries. We provide professional Group Facilitation on a variety of areas that results in product development as well as the organization of materials and processes to complete the task.   

Board and Staff Development

The effectiveness and harmony of board and staff leadership directly affects the success of a nonprofit organization. The Wellington Group provides executive coaching, leadership training, meeting facilitation and team building across organizations.  We can help:

  • Clarify board and staff roles and responsibilities
  • Train board members in fundraising and friend-raising
  • Improve the organization and effectiveness of board and staff
  • Identify, recruit and orient new board members
  • Create an engaged and diverse board including ethnic, age, and business sector inclusiveness

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Wellington School of Business and Government

Managing workload.

Find out how to manage workload when you’re working on a group project or assignment.

Procrastination can be a big issue when you’re working on an assignment, but it’s far worse when working in a group. You need to be clear about the timeline of your assignment, as leaving things to the last minute can affect the outcome for your whole group.

Include buffer time for each assignment

Set aside around 25 percent of the total time you have for the assignment in case there is a problem, or the work takes longer than expected.

Allowing extra helps to make sure that the group tasks are finished on time—and that a last-minute printing issue doesn’t make your whole group fail.

Plan your assignment timeline from the start, rather than the finish

If it will take you a week to do each stage of an assignment and the assignment is made up of three stages, aim to finish in three weeks.

Don’t start work three weeks before the assignment is due—you will need extra time to discuss the assignment and put it together, and it’s a lot harder to do everything last minute for a group assignment.

Have mini-deadlines for each stage of the assignment

At your group meetings, set tasks for each group member to complete before the next meeting.

Setting these mini-deadlines helps you to understand the progress the group is making and keeps each group member accountable for their work. This means that if a group member fails to finish a task, the rest of the group is able to take steps to fix the problem.

Be realistic with timing

When planning your timelines, remember that everyone in your group is busy and might have three other assignments due around the same time.

You can make allowances for this when planning the group’s work—for example, if someone has clashing deadlines towards the end of the assignment, then they could do more in the early stages. Or if you know you aren’t going to do any work during the mid-trimester break, let your group know early and make a plan for it.

Take a look at a sample assignment timeline .

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An organization’s Human Capital is a unique and precious resource, and its talent philosophy and business strategy influence the human resources staffing methodology. Hiring and retaining the right people is critical to business strategy execution because it is the organization’s people who are responsible for gaining and maintaining a competitive advantage.

Wellington management group is a consultative, solutions-based boutique executive search firm with global reach and borderless search capabilities that is dedicated to the strategic human resources needs of our clients. our 44 year plus presence in the executive search business enables us to help our clients acquire the human capital assets that bring today's leaders to the table and develop tomorrow’s leaders to define the future., internationally, we have had the opportunity to conduct a cross section of search engagements for several european-based companies located in france, germany, spain, the netherlands, and the united kingdom. these engagements have been primarily for their north american operations, and has enabled wellington to understand better how to work with some of the cultural differences associated with doing business internationally., the strength of our approach is best evidenced by the fact that over 80% of our practice is repeat engagements or referrals from existing clients., wellington management group is a management consulting firm that provides retained executive search and talent evaluation consulting services for our client organizations globally. established in 1978, the firm was founded on the principle that identifying, recruiting, and retaining outstanding executive, managerial, and professional talent is the single most significant factor in the growth and success of any business. as the competition for highly skilled executives continues to increase, wellington provides our clients with a proven process for attracting and retaining the best qualified talent. our corporate retained search practice focuses on public and privately-held client organizations in the consumer products and services, industrial products manufacturing, technology and communications, healthcare and life sciences, and financial services sectors. our clients retain us to identify, assess, and attract c-level executives, vice president and director level leaders, and other key functional professionals in accounting and finance, corporate strategy / business development, manufacturing operations, supply chain optimization, marketing and business development, and human resources. our private capital retained search practice focuses primarily on middle-market private equity firms and their growth and turnaround investments. we work closely both with the private capital sponsor and the executive leadership team of the portfolio company to attract the unique executive talent required for investor-backed opportunities. our talent evaluation and acquisition (tea) practice provides our clients with dedicated, proactive, and value-added executive networking services to support their organizational development, succession planning, and leadership growth strategies. the firm’s consultative methodology delivers the full personal and professional commitment of our principals and associates to the successful completion of each client engagement. we have a proven, hands-on approach for the management and execution of our client engagements that features: seasoned, dedicated search professionals with relevant functional and industry experience broad and deep primary research that uncovers “passive” candidates and the best talent targeted business intelligence on markets and competition to share with the client open, candid, and consistent communications with the client and potential candidates a well-developed, highly-structured, comprehensive candidate evaluation process, market sectors, primary market sectors.

  • Consumer Products
  • Consumer Services
  • Electronic Products
  • Food and Beverage
  • Lawn and Garden
  • Luxury Goods
  • Office Products
  • Personal Care
  • Wine and Spirits
  • Adhesives and Advanced Materials
  • Aerospace and Defense
  • Engineered Products
  • Industrial and Specialty Gases
  • Petroleum Products
  • Specialty Chemicals
  • Specialty Metals
  • Business Services
  • Business Standards
  • Digital Content
  • Electronic Payment Processing
  • Electronic Publishing
  • Semiconductors
  • Telecommunications
  • Video Conferencing
  • Wireless and Mobile Technologies
  • Biotechnology
  • Clinical Research
  • Contract Research Organizations
  • Drug Discovery
  • Healthcare Services
  • Hospital Systems
  • Medical Devices
  • Pharmaceutical Services
  • Credit Unions

Our Process

The assessment and selection of outstanding talent has most often been described as an “art”, sometimes as a mystery, but rarely as a science. in fact, even today most hiring executives rely on a “gut-feel” when making hiring decisions. when calculating the cost of a bad hire, many senior executives note the untold amount of lost hours and worse, lost opportunities. our search fulfillment process is time-tested, and ensures a superior talent acquisition strategy that enables our clients to accurately assess each candidate’s performance profile as well as the behavioral “fit” for the specific position. most importantly, we provide our clients with the data they need to make a sound business decision when making a critical hire. the following outlines our three phase approach to search fulfillment and outstanding results., comprehensive needs analysis, specifications and research.

Our initial step in the process is to build the framework for a successful search through a thorough “have and needs” analysis. We conduct a facilitated process with the appropriate executives on the hiring team that enables us to gain a thorough understanding of the company’s operations and objectives, clearly define the specific requirements and performance objectives for the position, and build a consensus among the hiring team as to the key competencies and leadership attributes required to execute on their objectives.

We then conduct targeted research for each assignment we undertake, including in-depth direct sourcing of target companies as well as organizational charts/mapping of competitive companies. Eight out of ten searches we complete are the result of direct sourcing of candidates who are gainfully employed. Our highly-focused research capabilities, combined with our extensive network, are routinely drawn upon to utilize all available sources, contacts and industry expertise.

Candidate Development

We identify and approach individuals whose experience, credentials, skills and accomplishments are appropriate for the position. Subsequently, utilizing our time-tested interviewing techniques, we conduct in-depth face-to-face interviews of the top five or six candidates, matching them against the client’s performance expectations to narrow the field to a semifinal group of candidates.

After a panel of finalists has been agreed upon, we present detailed written dossiers on each candidate, to include documents relevant to the position that are prepared by the candidate for client review. The finalist will be qualified, motivated and willing to make the move. They will also have realistic compensation expectations and the right motivation to join the client’s organization.

Selection, References Background Checks, and Offer

After the client has interviewed the finalists and narrowed their selection, we begin our intensive reference checks and comprehensive background checks, the results of which are presented in writing. When a final selection has been made, we work closely with the client in developing the strategy of an “offer” for the selected candidate. We typically present that offer, manage all negotiations, secure a verbal acceptance, and facilitate the closing process. We then assist in any and all logistics issues including the physical relocation and other transition issues.

After a successfully completed search, we maintain contact with the client and the new hire to facilitate a smooth transition. Because we focus on a candidates’ leadership potential over time, we have a vested interest in maintaining a long-term relationship. Since we track our performance, we follow up with the client and the successful candidate at 90 day, six months, and one year intervals.

Our Strengths

As a consultative, solutions-based boutique executive search firm with global reach, outstanding research capabilities, and an extensive network within our chosen market sectors, we deploy a comprehensive methodology in recruiting for each assignment. this time-tested search process is a clear advantage to clients wanting to take the guesswork out of the hiring process – gathering the necessary data to enable our clients to make a sound business decision when assessing and acquiring talent. our clients typically choose wellington management group based on our reputation for success and our ability to add considerable value to the recruiting process. we provide effective solutions in assisting our clients to achieve their business objectives, attracting today’s leaders to the table, and developing tomorrow’s leaders to define the future. there are several strengths that form the foundation of wellington management group which account for our long-standing record of success as well as the client and candidate relationships that we enjoy. strategic partner relationships we are a strategic partner to our clients with a true understanding of their business, challenges, and strategic hiring needs. executive recruiting and leadership development can impact an organization, its customers, investors, and employees. unencumbered we are virtually unencumbered by the “off limits” restrictions that affect larger firms, as well as those that specialize in one industry. working with a select number of clients in our chosen industry sectors, we are able to draw on the entire universe of candidates. additionally, we have no internal competition for our candidates as a result of similar, competing searches and the internal turf wars so common in larger firms. team approach with centralized management of resources, we use a “dedicated team” approach in executing each and every assignment, allocating the research and recruiting resources necessary, and the focus, energy and time of our consultants to deliver only the best and most effective solutions to our clients…assuring them that the knowledge and resources of the entire firm are committed to the successful completion of each engagement. high value counsel delivering objective information, intelligence and insight, we provide only the best solutions to your strategic recruiting needs regardless of the time, resources or effort required. we identify and assess candidate expectations, client requirements, and market realities. we constantly communicate with both clients and candidates, ensuring a professional search process and building strong relationships at the same time., robert scott campbell, walter r. romanchek, kevin d. guy.

Managing Director

Eryn B. Vanderwende

Director of Research

C. Todd Hestand

Research Associate

John T. Coleman

Advisory Committee

  Wellington Management Group
4142 Ogletown-Stanton Road, #223
Newark, DE 19713
 
  (215) 569-8900
(302) 504-3388
 
  Robert Scott Campbell


Walter R. Romanchek


Kevin D. Guy


Eryn Vanderwende


C. Todd Hestand

Send Credentials

Wellington Management Group encourages executives to send their credentials to the firm for consideration on our current and future retained searches. All information sent to the firm will remain strictly confidential.

Please send your information to:

[email protected]

Consumer Products and Services

  • President and Chief Executive Officer
  • President and Chief Operating Officer
  • Chief Merchandising Officer
  • Corporate Vice President of Treasury Operations
  • Senior Vice President of Marketing
  • Senior Vice President of Operations
  • Vice President of Acquisitions
  • Vice President and Controller – International
  • Vice President of Operations
  • Vice President of Marketing and Business Development
  • Vice President of Sales and Marketing
  • Vice President of Corporate Tax
  • Vice President of Marketing and Product Development
  • Vice President of Corporate Supply Chain
  • Executive Director of Sales and Marketing
  • Director of Global Sourcing
  • Director of Merchandising
  • Director of Product Management
  • Director of Product Development
  • Director of Procurement

Industrial Products Manufacturing

  • Executive Vice President and Chief Operating Officer
  • Senior Vice President and Chief Information Officer
  • Worldwide Vice President and General Manager
  • Vice President of Finance and Chief Financial Officer
  • Vice President of Mergers and Acquisitions
  • Vice President and Chief Accounting Officer
  • Vice President of Human Administrative Services
  • Vice President of Research and Development
  • Vice President of Asian Supply Chain Development
  • Vice President and General Manager - e Commerce
  • Director of Global Supply Chain Operations
  • Global Demand Planning Process Owner
  • Director of Marketing and Product Development
  • Director of Manufacturing
  • Director of Supply Chain - Europe
  • Director of Process Research and Development
  • Director of Information Technology
  • Regional Controller - European Operations

Technology and Communications

  • Senior Vice President and Chief Financial Officer
  • Vice President of Global Sourcing
  • Vice President of Human Resources
  • Vice President and Managing Director – Mergers and Acquisitions
  • Vice President of Global Procurement
  • Vice President of Network Operations
  • Vice President of Engineering
  • Vice President of Worldwide Sales and Marketing
  • Vice President of Advanced Technology
  • Executive Director – Corporate Development
  • Executive Director – Government and International Relations
  • Executive Director of Strategic Planning
  • Director of Channel Management
  • General Manager - Business Media Division
  • Director of Hardware Engineering
  • Director of Software Development
  • Director of Business Planning

Healthcare and Life Sciences

  • Chairman and Chief Executive Officer
  • Executive Vice President of Research and Development
  • Vice President of Managed Care
  • Vice President of Medical Affairs
  • Vice President of Clinical and Medical Affairs
  • Executive Director of Managed Care
  • Executive Director of Business Development
  • Corporate Director of Information Technology
  • Director of Regulatory Affairs
  • Director of Clinical Research
  • Director of Toxicology
  • Director of Quality Control
  • Director of Pharmacology

Financial Services Practice

Wellington Management Group’s industry experts are actively involved in the ever changing world of financial services with a particular knowledge and expertise in the Risk Management functional segment. Risk and Compliance management have long been critical elements in the financial services industry. As every industry insider knows, these elements continue to grow in complexity and magnitude. Finding the right executive to guide you through the regulatory mine field has become increasingly important to your institution’s strategy, yet much more difficult to accomplish. Wellington Management’s industry-focused expertise delivers unmatched research and consultative solutions-oriented teams to solve your critical executive staffing needs. We have assembled an experienced team in banking legal and regulatory issues to show you how their industry knowledge and research expertise can be brought together to find the most appropriate candidates for you.

[email protected]

Robert Scott Campbell, a Co-Founder and Managing Partner of Wellington Management Group, has over 35 years of experience in providing professional advisory and consulting services to Corporate America. The primary focus of his activities is the recruitment of senior executives and key managers for Global 2000 companies primarily in the consumer products and retail, industrial products manufacturing, technology and communications, and healthcare and life sciences sectors.

The majority of the recent assignments conducted by Mr. Campbell include Chief Executive, Chief Operating, and Chief Financial Officers at the corporate and business unit levels. In addition, he has conducted searches for key Vice Presidents across functional areas including accounting and finance, corporate and business development, marketing, manufacturing operations, supply chain optimization, and human resources.

In addition to his work with the firm's major, multinational publicly-held and privately-held clients, Mr. Campbell has an extensive background in the assessment and recruitment of senior management during their pre and post-acquisition related integration activities. Many of his clients are engaged in significant corporate development initiatives and have evolving organizational structures. Those clients and their stakeholders rely upon his experience with complex merger and acquisition and related integration activities, and the firm’s ability to attract proven executive talent for those demanding situations.

Having begun his career with Arthur Andersen, Mr. Campbell managed the audits of several large, publicly-held companies. He was recruited by one of his clients, a publicly-held consumer products company, where he was initially responsible for the evaluation, negotiation, and transaction management of the company's business development initiatives, including all acquisition activities. Mr. Campbell was subsequently promoted to Chief Financial Officer.

Mr. Campbell holds a Bachelor of Science degree in Commerce, with dual majors in Accounting and Economics from Rider University. In addition, he has completed his coursework and examinations for a Masters of Business Administration degree from the Stanford University Graduate School of Business. He is also a Certified Public Accountant.

[email protected]

Mr. Guy recently joined Wellington Management Group as the Managing Director of the firm’s Industrial Products Manufacturing Practice. Mr. Guy is a seasoned, operations professional with over 20 years of cross functional experience in various manufacturing, distribution and professional service companies. Client industries include Automotive, Food Processing, Medical Device Manufacturing, Specialty Chemicals, Specialty Metals and Pharmaceutical Manufacturing. He has held leadership positions such as Senior Vice President / Managing Director for a privately held global contract manufacturer, Vice President of US Sales for a NYSE traded Fortune 1000 firm, and Managing Partner / Principal for a Consulting Firm specializing in the design and implementation of Management Systems.

With P&L experience in entrepreneurial start-ups, Midmarket and Fortune 1000 companies, Mr. Guy is known for his ability to lead cultural transitions as well as developing high-performing sales teams that deliver accelerated, profitable, top line revenue growth. He has considerable experience with merger and acquisition transactions with an emphasis on post-acquisition integration activities that capture value and result in above industry index performance.

Mr. Guy has extensive experience in the design and implementation of Management Systems. Knowledge includes blending existing IT, Sales and Operational resources that provide timely and accurate information to managers who most impact day-to-day operations. He specializes in bottom line growth trajectory through the application of methodical continuous improvement processes that include Kaizen, Lean Management, Business Process Re-engineering, Sandler Training and other proven philosophies and practices.

Mr. Guy holds a Bachelor of Science degree in Biology from the University of Indianapolis and a Masters degree in Business Management from Indiana Wesleyan University where he was the recipient of the University’s Outstanding Professional Award.

[email protected]

Walter R. Romanchek, a Co-Founder of Wellington Management Group, has over 35 years of experience in the executive search profession. The primary focus of his activities is the recruitment of senior management for high technology businesses, including pharmaceutical and biotechnology companies, and healthcare services organizations that are building patient-focused, integrated healthcare delivery networks. He has developed an expertise in the search for and evaluation of research, development, operational, and sales/marketing executives.

Mr. Romanchek received his B.A. degree from Columbia University. He then served in the U.S. Navy as an Operations Officer aboard an Atlantic Fleet destroyer and Executive Officer of the North Atlantic Treaty Organization's Combined Communications Center in Southern Europe.

Prior to joining the executive search profession, Mr. Romanchek was pursuing an academic career. He received his M.A. degree in Political Science/International Relations and completed his coursework and examinations for a Ph.D. degree at the University of Pennsylvania. He worked as an instructor, research associate, and consultant.

[email protected]

Eryn Vanderwende, the Director of Research at Wellington Management Group, supports the firm's Partners and Associates on the research and execution of client engagements in the consumer products, industrial products manufacturing, technology and communications, financial services, and healthcare and life sciences industries.

Prior to joining Wellington, Ms. Vanderwende spent four years with a luxury Real Estate Development Company as their Director of Human Resources. Ms. Vanderwende began her career as a Real Estate Legal Secretary to a highly reputable Real Estate Attorney in Dover, Delaware.

Ms. Vanderwende attended Wesley College with a concentration in Business Administration.

[email protected]

C. Todd Hestand, a Research Associate of Wellington Management Group, supports the firm’s Partners and Associates on the research and execution for client engagements in the consumer products and retail, industrial products manufacturing, technology and communications, financial services, and healthcare and life sciences industries.

Prior to joining Wellington, Mr. Hestand spent four years with Schlesinger Associates, an international market research firm, as a Senior Project Director of qualitative and quantitative market research specializing in the consumer products, medical, B2B, information technology and entertainment fields.

Mr. Hestand holds a BSBA in Marketing from the University of Pittsburgh.

John Coleman is a financial services executive and a strategic partner with Wellington Management Group. Mr. Coleman has extensive experience in management at both the community bank and large regional bank levels holding executive positions in Risk Management encompassing both Risk and Credit.

Mr. Coleman develops strategies to manage the complex world of financial institution risk including regulatory compliance, credit, reputational, vendor and governmental at all functional levels, including coaching and training individuals to achieve optimum goals. Mr. Coleman has been recognized within the industry for his efforts in working with banks in the turnaround stage with a track record of success.

Prior to his current position as the Chief Executive Officer of a community savings bank, Mr. Coleman held the position of Chief Risk and Credit Officer for First National bank in Delaware and Chief Credit Officer for Parke Bank in New Jersey. Prior to those positions Mr. Coleman was President and CEO of St. Edmond's Savings Bank in Philadelphia and a Strategic Planner at Philadelphia Savings Fund Society.

Mr. Coleman earned a Bachelor's degree in Finance from Villanova University and a Masters in Taxation from Drexel University.

Corporate Retained Search Practice

Wellington Management Group's corporate retained search practice provides superior value for client organizations ranging in size from Fortune 500 corporations to early-stage startup companies. We have extensive experience conducting senior searches at the headquarters and division levels, and often work with our clients on searches that include significant corporate development, M&A, and related post-acquisition integration activities.

As a generalist firm, our executive search experience spans across a wide range of leadership positions and functions for a broad range of industries. Typical search engagements include C-level executives, Vice President and Director level leaders, and other key functional professionals.

To complement the work with our Fortune 500 and other large, long-standing clients, a notable aspect of our practice has been the number of mid-market publicly and privately-held companies and private equity-backed portfolio companies that have retained us to conduct searches to meet their rapidly growing organizational needs. We have considerable experience in learning and understanding how these entities fit within their markets, and how to assist them as they create, build, and grow their management teams, infrastructure, and market presence. We have demonstrated success in helping to meet the needs of these rapidly expanding businesses.

Representative search engagements for the firm's key practice areas are set forth on the page labeled Primary Market Sectors.

Private Capital Retained Search Practice

Our team has extensive experience working with private equity funds on behalf of their portfolio companies and their executive leadership teams.

As a generalist firm, our executive search experience spans across a wide range of leadership positions and functions for a broad range of industries. Typical search engagements include C-level executives, Vice President and Director level leaders, and other key functional professionals. A representative list of completed search engagements is outlined below:

Representative Private Capital Engagements

  • President and Chief Executive Officer - Early Stage Venture Capital-Backed Energy Products Client
  • President - Division of a Private Equity-Backed Consumer Products Client
  • Chief Operating Officer - Private Equity-Backed Industrial Products Client
  • Chief Financial Officer - Private Equity-Backed Industrial Products Client
  • Executive Vice President of Sales and Marketing - Private Equity-Backed Consumer Products Client
  • Vice President and Chief Product Officer - Venture Capital-Backed Payment Solutions and Processing Client
  • Director of Marketing - Private Equity-Backed Manufacturing Client
  • Director of Finance Operations - Private Equity-Backed Consumer Products Client
  • Director of Sales and Business Development - Private Equity-Backed Healthcare Information Technology Client
  • Director of Marketing - Private Equity-Backed Healthcare Information Technology Client
  • Director of Business Developement - Private Equity-Backed Consulting Firm

Talent Evaluation and Acquisition (TEA) Practice

JWellington Management Group’s Talent Evaluation and Acquisition (TEA) practice provides our clients with ongoing, proactive talent evaluation and acquisition services that complement our retained search practice.

In a standard TEA engagement, the client retains Wellington for a set period of time to research and network into a defined group of companies, industries, or markets. Wellington then identifies the consensus top-tier executive talent in the targeted area, initiates networking and evaluation conversations with those individuals, and presents the client as an attractive organization at which the executive can develop his or her career. When the conversation with an executive gains the proper momentum, Wellington facilitates a conversation between the executive and the client, and manages the appropriate next steps and potential hiring process.

Wellington’s TEA Services address four primary needs articulated by our clients:

  • The ongoing need to evaluate managerial and executive talent that can build new market and business initiatives both inside and outside of the client’s core business.
  • The need to attract talent to build and maintain organizational bench strength and ensure proper management depth and succession planning.
  • The need to stay abreast of the top-tier executive talent in their markets, industries, and competitors for both competitive intelligence and future networking purposes.
  • The need to build awareness in the market about the client as a best-in-class organization where executives can build and grow their career.

Wellington serves as the proactive source for talent acquisition and evaluation, organizational development assistance, and dedicated value-added networking for our clients. While the usual focus of a TEA engagement is attracting top-tier executives to the client, the engagement also can be utilized to identify thought leaders, consulting resources, business development opportunities, and/or strategic alliances for the client in targeted industries or markets.

Enrollment Groups Frequently Asked Questions

Main navigation.

  • Starting in autumn quarter 2023, Stanford will introduce a staggered approach to the opening of enrollment. Enrollment groups consisting of 2,000 students each, will initiate the enrollment process in a staggered manner. These groups will be spaced at intervals of 30 minutes, allowing for a smooth and efficient progression throughout the enrollment period. 
  • To ensure the system can handle the load, we are limiting the number of enrollment transactions  students can submit per minute. You will be able to submit a maximum of five individual classes and up to  two batch enroll requests within a minute. These measures aim to prevent the misuse of bots and promote a fair and equitable enrollment experience for all students.
  • We’re staggering enrollment in response to student feedback and the need to optimize your enrollment experience. By strategically staggering students into groups, we can prioritize students who are closer to graduation, and greatly reduce the excessive load on our system that typically arises during the opening of enrollment, ensuring a smoother and more stable student experience.
  • To prepare for enrollment, there are a few things you can do prior to your enrollment group start time. In order to ensure that Axess and SimpleEnroll are displaying and behaving as expected, it would be best to clear your browser's cache before logging in to Axess or SimpleEnroll. Be sure to review your Axess account to resolve any enrollment holds or to-do items. 
  • A week before enrollment, you will receive an email with your enrollment group and unique start time. This information will also be available in Axess in the Enroll in Classes section under the My Academics menu. Your unique start time will also display as a banner in SimpleEnroll: simpleenroll.stanford.edu

Enrollment Group Assignment

  • For undergraduates, we are prioritizing those with the most enrolled quarters at Stanford. Transfer students will require fewer completed quarters to enroll at similar times to their social cohort.
  • For graduate and professional students students, second-year students will get first access to enroll, followed by first-year, third-year and beyond, and then Terminal Graduate Registration (TGR) students.
  • We evaluated multiple student-centered criteria in order to determine the most equitable and optimal way to group students in a way that promotes fairness, considers time to degree completion, and the spread of students across our different campus populations. We strived to implement a process that would discourage any practices that could lead to students overextending themselves to earn an advantage in future quarters. Evaluating enrollment groups on completed quarters was identified as the best way to accomplish the goal of providing a smooth and equitable enrollment process for all groups across campus.
  • The assignment of enrollment groups is based on the number of quarters completed, meaning students closer to graduation will have earlier start times than those who are newer in their academic journey. For that reason, we are unable to accommodate requests to change these groups. We appreciate your understanding and encourage you to make the most of the available options during your assigned enrollment start time.
  • Enrollment group start times were designed to support students in the fairest way possible across all of our student populations by assigning them based on students' proximity to graduation based upon the typical time for degree completion. At this time we are unable to consider individual circumstances to adjust the assignment of enrollment start times. To ensure an equitable outcome, all students will be evaluated based on the number of completed quarters. 
  • Your enrollment group could change from quarter to quarter as you continue to accumulate completed quarters and other students graduate. Each enrollment group is a mix of all student levels: undergraduate, graduate, and professional school students. There is no guarantee that you will have the same or an earlier start time from quarter to quarter.
  • Students are assigned to an enrollment group with a unique identifier that cannot be traded or changed. There is no appeals process to get a different enrollment group assignment.
  • To ensure equity across all student types, each enrollment group is a mix of undergraduate, graduate, and professional school students. This means you could have a slightly earlier or later start time than those of your peers. Please note that all enrolled quarters are counted, including summers and programs tied to enrollment that last a portion of the summer, such as SoCo and AI.
  • Students on approved TGR status have been placed in the last enrollment group priority regardless of the number of quarters they have completed. This is applicable for all TGR students across all graduate degree-seeking program types: MA, MS, PhD.

To ensure equity for across students while maintaining equal sizes for each enrollment group (~2,000 students), we randomly assigned students of the same priority level into multiple groups. For example, the first four enrollment groups (Groups 1-4) are designated for undergraduate seniors, 2nd-year graduate students, and professional school students. The entire cohort of students (~7,800) that met this eligibility criterion was randomly divided into one of the four time-slots (~1950 per group). A 5:30 p.m. start time does not represent any prioritization over a 6:00 p.m., 6:30 p.m., or 7:00 p.m. start time; sorting students of equal priority into these groups was entirely random. 

We understand that receiving the last enrollment group time might feel discouraging but note that your enrollment group time may change in future quarters. Additionally, some of our most sought-after courses, such as PHYSWELL, utilize a feature called reserve seating . This feature allows the course to have seats reserved for particular groups of students during the enrollment period. For example, many PHYSWELL courses reserve seats specifically designated for Frosh, Sophomores, Juniors, and Seniors to ensure that all cohorts have an equal opportunity to enroll in these courses. Due to the popularity of these courses, students are allowed to register for only one PHYSWELL course during the first 24 hours of registration.

Multiple Degree Programs (coterms & dual-degree graduates)

  • Your billing career will determine if you’re prioritized as an undergraduate or graduate student (e.g. if you are on graduate billing, your enrollment group will be assigned based on the assignment logic for graduate students). If your billing career changes after you’ve been assigned an enrollment group, you will remain in your original group. There will be no changes to enrollment groups once assigned. 

For coterms on graduate billing, the number of completed quarters is derived from the number of quarters you have completed since you began your coterminal program, or more clearly, your first graduate quarter. Your first graduate quarter can be identified on the first page on your unofficial graduate transcript, in the top left section, as seen in the image below. Coterminal “quarters back” are not being considered in this evaluation. 

assignment group wellington

  • Coterminal and dual degree students will be assigned the same enrollment group and start time for both active degree programs. Please be sure to select the correct career designation for each course when making your enrollment decisions. 
  • We began counting completed quarters from your earliest active graduate program, based on your billing group. For example, if you have an active PhD program but have previously conferred a master's degree, we are only counting quarters since the first quarter of the active PhD program; prior quarters completed for the master's program (if opened before the PhD program was added) would not count. If you have two open programs with different associated billing groups (i.e. GSB program & regular graduate program), we are counting quarters completed in the degree program associated with your billing group (i.e. GSB billing = counting quarters completed since the beginning of the GSB program).  

General Enrollment Questions

  • There will be no specific end times for these groups. Once your enrollment group begins, you are free to enroll and make adjustments to your study list until the Final Study List deadline.
  • As always, for classes that are full, students are encouraged to join the waitlist for a class, if available, in case space becomes available.
  • Your enrollment group designates the beginning of your access to the enrollment system for autumn quarter. You will have the ability to make adjustments to your study list immediately and through the entire open enrollment period.
  • The enrollment group designates the time you are able to begin enrolling. If your start time has past, you can simply log in to enroll anytime. Enrollment will remain open until the Final Study List deadline.

Still need help?

If you have additional questions, reach out to the Registrar's office.

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Interesting Rays' Slugger Gets DFA'd But Mariners Don't Seem Like a Landing Spot

Brady farkas | jun 7, 2024.

Tampa Bay Rays designated hitter Harold Ramirez (43) heads for third base in the seventh inning against the Kansas City Royals at Tropicana Field on May 26.

  • Seattle Mariners

Let's just set this note aside: Whenever a first base type or a designated hitter type becomes available, the Seattle Mariners are going to be a tough fit.

Here's why we are saying this... today:

The Tampa Bay Rays announced that they have designated slugger Harold Ramirez for assignment. Ramirez is certainly an interesting player, as he hit 12 homers and drove in 68 a year ago. He also posted a .353 on-base percentage and comes with some positional versatility, able to play first base, DH or the outfield.

Rays Designate Harold Ramirez For Assignment https://t.co/3iSVC6WJHD pic.twitter.com/soPbSe5wDe — MLB Trade Rumors (@mlbtraderumors) June 7, 2024

He has qualities that will absolutely make him appealing to teams while he's in this DFA situation, but it's really hard to see the Mariners being one of those teams.

First off, the Mariners already have a glut of players that fit this profile type. They have Ty France at first base. Luke Raley can play there. They have Mitch Garver at designated hitter with Raley and Mitch Haniger who can play there. They have Dylan Moore and Victor Robles who can serve as right-handed outfield bats. While Ramirez, and Mike Ford before him possess interesting skillsets that the M's might value, it just seems too hard to shoe horn them, or someone like them, onto the roster.

Furthermore, the M's have been linked to both Vladimir Guerrero Jr. and Pete Alonso on the trade market recently. Those first baseman also present roster issues for the M's, but they come with signficantly more upside that Ramirez does, so it just might be worth it to make it work in that case.

Ramirez is hitting .268 this season with one homer and 33 RBI. He's 29 years old.

Follow Inside the Mariners on social media

Continue to follow our Inside the Mariners coverage on social media by liking us on  Facebook  and by following Brady on "X" @ wdevradiobrady

RELATED MARINERS CONTENT

1) Mariners schedule and results for this year

2) NYC Radio Caller makes wild claim about Mariners' broadcaster

3) Bryan Woo makes team and league history on Thursday

Brady Farkas

BRADY FARKAS

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