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Under supervision of the Senior Director, Advancement Services, the Business Analyst II uses the alumni and donor database, correlated systems and reports to support University Relations (UR) and campus-wide staff's informational and data needs.
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Accounting, Economics, Entrepreneurial Studies, General Business, International Business, Insurance Studies, Management, Marketing, Office Automation Systems, Public Administration, Small Business Management, Business and Society, Total Quality Management, Customer Service, Finance, Financial Planning.
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5+ years of experience in eliciting requirements and conducting business process reviews/documentation while applying detailed knowledge of ServiceNow to design an optimal solution. As a ServiceNow Business Analyst, you’ll work directly with the ServiceNow project team to define client requirements and translate them into the creation of epics, and user stories with acceptance and testing criteria.
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At LPL, independence means that advisors have the freedom they deserve to choose the business model, services, and technology resources that allow them to run their perfect practice. Joining as Senior Business/Data Analyst, you will be responsible for building and maintaining the sustainable, scalable products and capabilities that support our advisors to deliver world-class services for their investors.
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Firm Type: Law Firm, Experience: 2 Years, A law firm is seeking a Business Immigration Attorney for their office in Hollywood, FL. The candidate will be responsible for:Job Overview:Prepare and file employment-based nonimmigrant and immigrant matters, including H-1B, L-1, O-1, P, E2, NIW, consular processing, labor certifications, I-140s, and I-485s.
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Department: Business Analytics & Strategy. The business data analyst will work strategically to support research, data aggregation/cleansing, and analysis in support of developing visualizations and providing insights for corporate partnerships, marketing, and other internal business stakeholders, while maintaining the integrity of the Lakers brand, partners, and fanbase.
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Relevant experience includes Business Analyst/Manager, Management Analyst, Financial Analyst, QA Analyst, Accountant, and IT Project Manager/Lead, Project Control Specialist or related occupations.
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If you're in the construction business, you're probably familiar with our gypsum panels and other quality building materials. We are seeking an HR Business Partner to work in partnership with managers and employees for our Huntsville, AL facility.
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Candidates must have a demonstrated passion for music business. Concords Business & Legal Affairs team is comprised of 40+ professionals who provide business and legal affairs support to Concords three primary divisions: Recorded Music, Music Publishing, and Theatricals.
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We are seeking an HR Business Partner to work in partnership with managers and employees for our Cleveland, TN facility. This position will partner with operations to advance continuous improvement of HR processes and drive business results.
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We are seeking an HR Business Partner to work in partnership with managers and employees for our Circleville, OH facility. Learn how our business philosophy helps employees unleash their potential while creating value for themselves and the company.
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Concord is seeking law students who are currently 1L or 2L students at ABapproved law schools for paid summer 2024 internships in the Business & Legal Affairs Department. Students who are selected for these internships will have the opportunity to participate in a variety of business and legal affairs matters in each of Concords divisions.
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Utilizes our selected platforms - including SQL Server, Microsoft Dynamics CRM, Power BI, along with SSRS, to successfully deploy business intelligence solutions to satisfy information requirements.
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Preferred Certifications: Salesforce Administrator, Salesforce Business Analysis, Sales Loyalty Management, Service Cloud Consultant. Taking a people-centered approach to business transformation, dentsu combines Japanese innovation with a diverse, global perspective to drive client growth and to shape society www.
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Masters degree in Human Resources, Business Administration (MBA), Public Administration (MPA), Industrial & Organizational Psychology or a related field. This role will serve as assigned agency HR Business Partner (HRBP), responsible for assisting with the implementation of the MTA People Departments (HR) integrated solutions, programs, and strategies; as well as provide administrative support to ensure the success of the Agency HRBP team and assist with implementing HR strategies, initiatives, and programs across multiple functions.
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business job Title: enterprise strategy Company: Hp
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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.
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.