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As we strive to accommodate our customers and their restoration needs, Prism Specialties expanded into art restoration, document restoration, and textile restoration. Prism Specialties specializes in the restoration of electronics, art, textiles, and documents for residential and commercial insurance claims.
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Lead the design, implementation, and management of complex Azure-based infrastructure solutions that align with our business objectives and scalability requirements while also supporting RPA (Blue Prism) automation needs.
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Experience with Workday Financials implementation and/or post-production support with Report Writer and Prism. As a Workday Financials Reporting Principal Consultant you will serve as a thought leader in our Workday Reporting and Analytics practice to deliver superior results to our customers by designing and implementing solutions using Workday Report Writer, Calculated Fields, Prism, and other related tools in support of Workday Financials implementations.
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Experience supporting enterprise class human capital management and financials solutions (i.e. Workday, PeopleSoft, SAP, SuccessFactors, etc) I deliver solutions that draw upon the full power and scale of Cognizant.
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Outreach programs that support communities and tap into your volunteer spirit. Minimal travel required, but must be willing to travel on-site if needed. Global operations, with opportunities in North America, Europe and Asia Pacific.
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Own system Configuration of Workday HCM modules: Core HR, Advanced Comp, Benefits, Talent, Help, Journeys, Payroll, Learning, Recruiting, People Analytics, Prism, Time Tracking. Detailed understanding of Workday Core framework & architecture, and advanced knowledge of Core HR, Advanced Comp, Benefits, Talent, Help, Journeys, Payroll, Learning, Recruiting, People Analytics, Prism, Time Tracking.
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1 to 2+ years of development experience in either UiPath, Blue Prism or Automation Anywhere. 1 to 2+ years of development experience in either UiPath, Blue Prism or Automation Anywhere. Technical knowledge in any of the following (SAP, Oracle Financials, PeopleSoft, Microsoft Dynamics, NetSuite, Workday, JDE; Operating Systems and Databases such as Windows, SQL, iSeries, UNIX, LINUX; Cloud, AWS, Azure.
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This individual will be a contributing team member in our Process Optimization and Robotics Consulting practice, while working alongside the client and their teams on various areas including ISO, SOC, CCPA/CPRA, GDPR, ISMAP. RPA Development and Process Automation for internal audit processes, security and compliance processes, financial processes, business processes, and similar engagements.
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In the Consulting TMT practice, Crowe's core purpose of. Crowe is looking for a Process Optimization and Robotics Senior Consultant with the drive to work in an entrepreneurial environment supporting our larger client base in the technology, media & telecommunications industry while focused on some of the longer-term project needs of our clients.
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Demonstrated working experience with Nutanix administration (including Prism Element, Prism Central) and VMWare administration (including vSphere, vCenter, vROPS, Aria Automation) Demonstrated working experience with Nutanix administration (including Prism Element, Prism Central) and VMWare administration (including vSphere, vCenter, vROPS, Aria Automation.
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Experience with automation platforms and tools such as Azure Automation, Power Platform, Bizagi Automation Platform, Selenium or similar, RPA tools such as UiPath, Blue Prism, or Automation Anywhere, automation administration and governance.
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Proficiency in Workday Report Writer, Advanced Reporting, and Workday Prism Analytics. Utilize Workday Report Writer, Advanced Reporting, and Workday Prism Analytics to create complex reports and visualizations.
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Acquisitions include GlobeOp, Advent Software, Citi Alternative Investor Services, Wells Fargo Global Fund Services, DST Systems, Algorithmics and Blue Prism. Role Responsibilities:Establish the automation capability in HRCollaborate with HR to advance a feasible pipeline of automation opportunitiesDesign, develop, test, and maintain SS&C Blue Prism workflows and automations.
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Design, develop, test, and maintain SS&C Blue Prism workflows and automations. Strong understanding of Blue Prism architecture and design patterns. Communicate clearly with business users on operations and Blue Prism on software related issues.
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Five years of Workday HCM administration experience with additional experience preferred in modules such as Recruiting, Learning, Benefits, Prism, Payroll, Talent & Performance, Learning, Time & Absence and Advance Compensation.
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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.
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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?
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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.
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Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.