????金融服務(wù)領(lǐng)域：

????5. 合規(guī)總監(jiān),。銀行和其他大型金融公司正在努力應(yīng)對(duì)日益嚴(yán)格的政府監(jiān)管,，因此在金融服務(wù)行業(yè)，擅長(zhǎng)應(yīng)對(duì)監(jiān)管的高管有很大缺口,。薩利文說(shuō)：“過(guò)去兩年,，這個(gè)職位的薪酬上漲了約25%?！彼瑫r(shí)表示,，合規(guī)團(tuán)隊(duì)的平均規(guī)模“并不是在緩慢增長(zhǎng),，而是擴(kuò)大了一倍,、甚至兩倍?！?/p>

????6. 首席財(cái)務(wù)官/財(cái)務(wù)總監(jiān),，中國(guó)。這份報(bào)告表示,，成本的增加和巨大的潛力讓中國(guó)市場(chǎng)變得愈加難以捉摸,，使得各大公司迫切需要既能管理快速發(fā)展又能保證利潤(rùn)增長(zhǎng)的高管，“尤其是在醫(yī)療與日用消費(fèi)品行業(yè)” ,。

????7. 首席數(shù)字官,，保險(xiǎn)行業(yè)。報(bào)告稱：“保險(xiǎn)行業(yè)正在走出黑暗時(shí)代,，保險(xiǎn)公司開(kāi)始越來(lái)越多地利用互聯(lián)網(wǎng)拓展客戶關(guān)系,。薩利文補(bǔ)充道，為了適應(yīng)互聯(lián)網(wǎng)上幾乎是無(wú)限量的可用信息,，“保險(xiǎn)公司需要進(jìn)行更全面的分析,，而不是像過(guò)去那樣，只要進(jìn)行風(fēng)險(xiǎn),、定價(jià)或洞察分析就夠了,?！?/p>

????醫(yī)療保健領(lǐng)域：

????8. 首席策略官。薩利文稱,，醫(yī)療改革可能成為保險(xiǎn)公司獲取收益的“金礦”,，但“事實(shí)證明，要遵守不斷變化的規(guī)定也是一個(gè)重要的挑戰(zhàn),?！币虼耍y怪許多醫(yī)療保健公司正在尋找既能負(fù)責(zé)合規(guī)事宜,，又能帶領(lǐng)美國(guó)公司實(shí)現(xiàn)海外擴(kuò)張的高管,。

????9. 市場(chǎng)準(zhǔn)入副總裁。報(bào)告稱：“在生物,、醫(yī)藥、設(shè)備和診斷公司,，吸引新客戶始終是一個(gè)熱門話題,。因?yàn)樵趹?yīng)對(duì)變化莫測(cè)的市場(chǎng)路徑方面，這類公司始終落后于人,?！倍遥录夹g(shù)給銷售帶來(lái)的復(fù)雜性,，需要“對(duì)這種復(fù)雜性有深入認(rèn)識(shí)的市場(chǎng)專業(yè)人士進(jìn)行全面反思,。”

????人力資源領(lǐng)域：

????10. 首席人力資源官,。報(bào)告表示,，“過(guò)去幾年，這個(gè)職位的吸引力在不斷增加,，在2014年更是達(dá)到前所未有的熱度,，”因?yàn)椤癈EO們逐漸意識(shí)到，為了獲得競(jìng)爭(zhēng)優(yōu)勢(shì),，必須在人事方面多做文章,。”

????值得注意的是,，大數(shù)據(jù)對(duì)人力資源領(lǐng)域的影響也在逐漸擴(kuò)大,。2014年一個(gè)極有前途的職位是：人力資源分析總監(jiān)。報(bào)告稱,，這個(gè)職位的直接上司將是公司的首席人力資源官,。“（人力資源分析總監(jiān)的）職責(zé)是利用數(shù)據(jù)推動(dòng)明智的商業(yè)決策,，讓公司的人力資源政策更加科學(xué),，”——包括具體崗位的用人策略,。（財(cái)富中文網(wǎng)）

????譯者：劉進(jìn)龍/汪皓???

????Financial services:

????5. Head of compliance. As banks and other big financial companies grapple with increased government oversight, the industry can't find enough executives well versed in handling regulation. "Total compensation for this role is up about 25% in the past two years," Sullivan says, adding that the average size of teams in this area "haven't just grown, they have doubled or tripled in size."

????6. CFO/finance director, China. The combination of rising costs and vast potential have made China a particularly tricky market, boosting demand for executives who understand how to manage fast growth while keeping profits up, "particularly in the health care and consumer goods sectors," the report says.

????7. Chief digital officer, insurance. "The insurance industry is emerging from the dark ages, with insurers' relationships with consumers increasingly beginning online," the report notes. In order to keep up with the almost unlimited information available online, Sullivan adds, "insurers need to embrace holistic analytics, not just risk or pricing or insight analytics" as they did in simpler times.

????Health care:

????8. Chief strategy officer. Health care reform could turn out to be a revenue gold mine for insurance companies, Sullivan observes, but "compliance with the seemingly daily changes in the rules has proven to be a major challenge." Small wonder, then, that health care companies are looking for executives who can handle that while also figuring out how U.S. companies can expand in markets overseas.

????9. Vice president of market access. Reaching new customers "remains a hot topic in bio, pharma, device, and diagnostic companies, as they are behind the curve in addressing the ever-changing routes to market," the report says, adding that new technology-driven complexities in distribution call for "a complete rethink by market professionals who understand the new complexities."

????Human resources:

????10. Chief human resources officer. "This post has been gaining traction over the past few years but is hotter than ever" in 2014, according to the report, since "CEOs increasingly recognize that they need more from their people to gain a competitive advantage."

????It's worth noting that big data is gaining ground in HR, too. One more up-and-coming job title for 2014: Head of HR analytics, who reports to the HR chief and, the report says, "helps HR become more scientific in using data to drive smart business decisions" -- including whom to hire for which job.