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The Human Capital Offering Portfolio focuses on helping organizations manage and sustain their performance through their most important asset: their people. Utilize Human Capital Management (HCM), people analytics, or enterprise and BI platforms to design, build, test and deploy reports, dashboards, data visualizations, and predictive models based on project requirements.
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As aPeople Analytics Senior Consultant,you willengage with clients to advance their people analytics capabilities across strategy, people, process, data and technology and to help them to deliver business-driven, actionable people insights across work, workforce and workplace topics (e.g., DEI, attrition, mobility, future of work, talent acquisition, compensation, performance management, etc.
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Strong familiarity with People Analytics data and technology architecture from data source to ingestion, transformation, and visualization. Leverage quantitative and qualitative data and analytics methods to analyze client data across HR and people analytics focus areas.
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4+ years of experience with using Visier to deliver insights as a people analytics practitioner. Lead and support the development of a client's people analytics vision, strategy, operating model and roadmap for scaling people analytics.
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4+ years ofhands-on experience in Human Capital Consulting or closely related experience in a consultative people analytics role. Engage, communicate, and build relationships with internal and external stakeholders across geographies-both national and international-on both technical and non-technical people analytics topics.
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Conduct current state assessments or discoveries to understand client people analytics maturity, synthesize findings, and communicate key themes. Experience with at least one Visier implementation - deploying Visier as the people analytics platform for an organization or implementing a new data subject to expand Visier capability.
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Deloitte Human Capital as a Service brings that insight, through broad and deep capabilities to help our clients optimize people, process, and technology to thrive in an unpredictable world. As we go-to-market we will show our clients that we serve more than HR organizations - from the CEO to CFO, Risk Manager to Business Unit leader-and that we deliver on our issues and help create value for our clients.
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4+ years serving the HR Domain in areas such as recruiting, attrition, DE&I, compensation & benefits, performance, learning & development. Strong problem solving and troubleshooting skills with the ability to exercise mature judgment.
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Advanced Excel, Word, and PowerPoint skills. Strong communication skills (to be able to effectively communicate with clients and Deloitte teams across the globe) Limited immigration sponsorship may be available.
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Define top client business questions and challenges by conducting client interviews, synthesizing findings, and identifying key themes coming out of discovery work and client communications. Centered on five core issues, this Portfolio signifies to the market that we see Human Capital as a topic critical to the C-Suite.
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Bachelor's degree in Human Resources, Business Analytics, IT or relevant field. Strong project management and technical skills including familiarity with the end-to-end lifecycle of a project. Develop data visualizations that highlight key insights to help clients make informed business decisions related to human capital issues and communicate these insights to relevant stakeholders.
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Understanding of and exposure to advanced analytics techniques and approaches. Today's disruptive environment calls for a different mindset and a new approach to drive organizational performance and enhance human capital development now and in the future.
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Windsor Laurelwood, a subsidiary of UHS, is located in beautiful Willoughby, OH. Windsor Laurelwood Behavioral Health lends a helping hand to people struggling with mental health and substance use disorders.
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A reasonable estimate of the current range is $119,025 to $198,375. The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled.
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You'll work with an experienced team to help organizations navigate the future with confidence, embracing decision-making with clear, data-driven insights. Strong oral and written communication skills, including presentation skills.
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helping people jobs Title: operations manager Company: Michaels
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).