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Experience with yearly workforce planning and strategy and/or people analytics. Experience with a scaling organization, we are adding 10 people per quarter across leadership to individual contributors.
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We are seeking a dynamic and strategic head of technology communications to lead internal and external communications for PayPal’s global Technology organization, one of the largest organizations in the company, encompasses our technology, engineering, information, and data science and advanced analytics teams.
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Founded in 2011 on the people principles of Character, Capacity and Commitment, LEARFIELD Amplify represents nearly 40 collegiate athletic departments, professional sports teams and related industry organizations nationwide, with more than 170 on-site sales personnel dedicated to serving these respective relationships.
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Our Experience Team is a part of our broader Global People Analytics Team within Human Resources, a strategic organizational design decision that was made to align our people-centric strategies and initiatives.
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Experience in data querying, modeling, and transforming in at least one core tool, including SQL / dbt / Python / Business Intelligence tools / Product Analytics tools, etc. We actively encourage women, people with disabilities, veterans, underrepresented minorities, and LGBTQ+ people to apply.
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Build standards and best practices around people analytics for a global audience. Bachelor’s or Master’s degree in HR, Industrial Organizational Psychology or in a quantitative related field such as data science business analytics, statistics, or mathematics.
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Stay up to date with emerging trends and advancements in data engineering – both technically and in the HR and People Analytics/sciences domain. We are seeking a highly skilled and experienced Data Engineer to join our HR Data and Analytics Team. As an Experienced Data Engineer, you will play a crucial role in enabling analytics across the HR organization, empowering data-driven decision-making.
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Our industry-recognized team is in high demand across data analytics, robotic process automation, and artificial intelligence. This role will perform hands-on delivery of solutions that include artificial intelligence (AI) and cognitive services, ML models, pipelines, databases, and other data analytics components, contributing to the development and unit testing of solutions.
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Provide consultative guidance to the People Analytics Team to aid in the delivery of robust reporting including dashboards, delivered analytics, and requested reports (i.e. quarterly, annual, and ad hoc reporting requirements.
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Experience working with finance, budget, people analytics, macroeconomic data and writing macroeconomic research reports. Experience working with finance, budget, people analytics, macroeconomic data and writing macroeconomic research reports.
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Openness to learn organizational systems for data collection including ETO and IRIS.Passionate about understanding and building processes to help people in serious needThe internship will run from June 17th to August 30th.
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Knowledge of systems monitoring, alerting, and analytics at the container level for APM tools, including Splunk, ELK, and Prometheus. Your Candidate JourneyAt Booz Allen, we know our people are what propel us forward, and we value relationships most of all.
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By 2030, Genmab's vision is to transform the lives of people with cancer and other serious diseases with Knock-Your-Socks-Off (KYSO™) antibody medicines. As the Manager of Portfolio Planning, you will be in the Portfolio Management department and responsible for providing end-user support to drive analytics, resourcing, and program planning initiative.
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Carfax, a unit of IHS Markit (Nasdaq: INFO), helps millions of people every day confidently shop, buy, own and sell used cars with innovative solutions powered by Carfax vehicle history information.
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Bringing people together from different backgrounds, experiences, and value systems fosters the innovative and creative thinking that exemplifies Cal Poly's values of free inquiry, cultural and intellectual diversity, mutual respect, civic engagement, and social and environmental responsibility.
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FEATURED BLOG POSTS
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).