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Gather business requirements and using those requirements: design, develop, and support analytics solutions in SAP BW, SAP Datasphere SAP Analytics Cloud (SAC) and other analytics tools and platforms.
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The SAP HCM Business Systems Analyst role at Hyundai/Kia Motors Manufacturing involves leading HCM (Human Capital Management) solutions, supporting business systems like SAP HR and SuccessFactors, and collaborating with Korea HQ to enhance and implement HCM best practices.
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We’re searching for a Senior Business Systems Analyst - Workday Enabling Aurorans on the front lines of Information Technology, powering the tooling, services, and infrastructure needed to deliver the benefits of self-driving technology - Safely, Quickly, and Broadly.
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This is an exciting opportunity based in SC Johnson’s Corporate Headquarters in Racine, WI for a Business Analyst to support both PLM and MDG systems. As the SAP Business Analyst, you will support and manage SAP Product Lifecycle Management (PLM) and SAP Master Data Governance (MDG) capability supporting the Research, Development and Engineering (RD&E) and Global Safety and Regulatory Affairs (GSARA) teams.
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Job Description This position will improve IT systems across all business units; improve productivity and information flow throughout the Company; assist the IT team to keep the systems functioning in an orderly manner; act as senior programmer / analyst for IT applications; assist users through computer related issues.
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This position includes the supervision of a team of professionals responsible for various systems within FM, such as Building Information Modeling (CAD/BIM), Geographic Information Systems (GIS), Integrated Work Management Systems (CMMS/IWMS), Access Control Systems (ACS) and others.
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Financial Business Systems Analyst - Huntington Hospital. Business systems are segregated by line of business (LOB): Materials Management, Grant & Fund Accounting, and Finance.
$95,300 - $152,500 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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The Data & Business Systems Analyst III works with the Data Services team and is a blend of the roles of business systems analyst, business data analyst, and data evangelist.
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Manage and lead a team responsible for the development, implementation, and maintenance of enterprise business systems, including ERP, MES, PLM, SalesForce, and other enterprise-level software applications.
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Are you a Senior Business Systems Analyst (HL7) or an Information Systems Manager with strong experience in traditional Business Analyst responsibilities, along with advanced tasks like debugging and quality assurance.
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The Information Systems Manager has the primary responsibility to oversee the Square Tech Computer Repair Business including managing all operational aspects of the business, ensuring a high level of customer service, supervising youth interns, and implementing a marketing plan for ongoing and new business.
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Each year more than 20,000 top-tier students come to San Luis Obispo to put knowledge into action, taking their learning outside the classroom as they prepare for careers in engineering, agriculture, science, business, humanities and the built environment.
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ERP systems or other enterprise or other departmental business systems such as, but not limited to, SAP, PeopleSoft, Oracle, Baan, J.D. Edwards, and CalWIN. The Information Technology (IT) Business Systems Analyst Level I/II is a single class with two salary levels.
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The Business Analyst - Default Systems & Support will play a key role in the support of various department in default, including Foreclosure, Bankruptcy, Property Preservation, and Post-Foreclosure.
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The Business Finance Analyst will support and administer the Cost Accounting, financial planning and analysis efforts for Delta Electronics and its subsidiary entities in the Americas Region.
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business systems jobs Title: sap business systems analyst Company: Fis
FEATURED BLOG POSTS
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).
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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.