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Technical Developer that provides hands-on reporting and analytics support for Oracle Fusion Cloud HCM or ERP modules within Oracle Analytics Cloud. Title: Oracle Fusion Cloud HCM.
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Define solutions in Oracle Fusion SCP, EBS and implement planning products invarious business needs. Required tools and utilities:Oracle Finance, WMS(Logfire), Workday HCM, WSDL, HTML5, CSS3, XSLT, SOAP, UIAEngine, REST, DIS, DEX, Tricentis- TOSCA, CCW, qTest, Jira, Jenkins, Bitbucket.
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Functional Analyst with Oracle HCM Cloud (Oracle Fusion) expertise in Core HR module. Gathering requirements, fit gap analysis, optimizing business processes, functional design, configuring, testing and supporting HR systems primarily Oracle HCM Cloud.
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Experience with Oracle Fusion Apps HCM (recruiting, training, payroll, compensation, and performance management) or ERP (Financials, Accounting Hub, Procurement) Familiar with Oracle technologies OIC, OCI, Java, Java Web Services, REST API, SOAP, PL SQL etc.
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Possesses deep knowledge in Oracle Cloud ERP or similar solutions and has multi-year experience in full life cycle implementation of Cloud ERP solutions including HCM, Finance and Supply Chain.
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The ideal candidate will have a strong background in Oracle Fusion Cloud and experience working as a solution architect in a large scale healthcare environment. Leads the planning, definition and coordination of architecture related activities for the ERP transformation to Oracle Fusion cloud.
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8+ years of demonstrated experience in implementation, support or upgrade of Oracle EBS suite of products with at-least 2 years implementation experience on SaaS HCM Products – Payroll, Extracts, HDL Loader, Workflow, BI Publisher and knowledge on Oracle Integration Cloud.
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7-10 years of techno functional experience with Oracle HCM with Oracle Fusion. Our upstream oil & gas client is looking for a Contract, Oracle HCM Techno-Func Consultant.
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Experience in full lifecycle implementation of Oracle Fusion Cloud SaaS application is preferred. 10+ years of experience in ERP solutions (Oracle Cloud, PeopleSoft, Workday etc. Collaborate with other functional/technical consultants and architects to ensure alignment between Oracle ERP and overall Ascension system landscape/vision.
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Ascension is a leading non-profit, faith-based national health system made up of over 134,000 associates and 2,600 sites of care, including more than 140 hospitals and 40 senior living communities in 19 states.
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Connect with your Talent Advisor for additional specifics. Has in-depth knowledge of the business success drivers, industry trends, regulatory issues and competitive marketplace in ERP domain to develop and deliver value added business solutions that have a measurable impact on results.
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In lieu of Oracle Fusion experience, a motivated self-starter who is willing to learn Oracle SaaS applications and environments) Exposure to Linux environment. Title: Environmental Administrator Location: Annapolis Junction, MD & Reston, Virginia Position Type: Full Time Clearance: TS/SCI with CI Poly. Responsibilities: Seeking a resource to support an enterprise HCM transformation effort within the Intel community.
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Communicates "big picture" to Business and IT stakeholders at all levels of the organization to achieve alignment with target state architecture and roadmap by domain or by value-stream. Bachelor's or Masters degree in IT with 15+ years of progressive experience in IT industry is strongly preferred.
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Partners with application, infrastructure, integration, data & analytics teams to bridge the gap between various teams and projects to make sure that solutions are consistent with the target architecture and are cost-effective and rationalized to meet the business goals.
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Responsible for the capture of architectural goals, including ensuring that the architect patterns developed meet those architect goals looking through both strategic and tactical lenses. Schedule: Full-Time, 8 hour day shift, Monday - Friday.
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FEATURED BLOG POSTS
Recruiting in a Recession: Hard Truths That Talent Acquisition Experts Must Accept
The summer had economists from around the globe embroiled in a debate about a possible recession coming in the next few years (or months). As of October 2022, the U.S. Labor Department data put the current inflation rate at 7.7%. The recent layoffs in the tech industry are just the first of what is soon to be a string of cutbacks by companies looking to save costs. For recruiters, this means freezes in hiring and fewer openings. It will also include the uphill task of finding the best candidates for them from the coming influx of recently laid-off job seekers. Now is probably a good time to brace for tough times in the next few years in the talent acquisition industry. To survive and thrive recruiting in a recession, here are some hard truths you will need to accept.
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We’ve all heard how important it is to set professional and personal goals. Developing and establishing goals keeps us motivated and moving forward in life. But not all goals are created equal. If you’re chasing goals that are too lofty, you’ll end up disappointed when you cannot reach them. Setting goals that are achievable and measurable is the key to success.
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"Nothing we do is more important than hiring and developing people."
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Collaborative Recruiting: The Key to a Better Talent Acquisition Strategy
Talent acquisition is a multi-stage process where candidates undergo various application steps before getting hired. The unfortunate reality is that it is a labor-intense system, with the hiring manager and recruiter often handling all of the work on their own. Ask any one of them, and you will hear about the overabundance of applications and the demanding task of filtering through them to find the best candidates. The quality of talent suffers under the weight of all that work on one person's hands. It's not easy, but as many companies are starting to realize, there is a better way. The future of talent acquisition lies in collaborative recruiting!
4 Talent Acquisition Trends Going Into 2023
For better or worse, a side effect of the COVID-19 pandemic was a marked shift in talent acquisition practices worldwide. With the struggle to retain talent that began in 2020, companies have had to rethink recruitment strategies. The result has been new talent acquisition trends that are well on their way to becoming commonplace. These are the practices that are going to become even more widespread going into 2023.