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As a Business Intelligence Manager, you will own the delivery of actionable insights to inform data-driven decisions on sales & marketing strategy, and increase efficiency of our go-to-market operations.
$121,500 - $152,000Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Define the strategy for performance and competitive reporting solutions (business logic, data visualization, data feeds, and taxonomy). In this role, you will build, develop, and maintain the reporting infrastructure, the business intelligence, and the data visualization to deliver campaign reporting insights as well as competitive insights.
$75,000 - $180,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Ensure documented data requirements from client teams including the Marketing Intelligence & Science team to understand the measurement framework, the most critical metrics to implement for database build and business logic for data stitching.
$75,000 - $180,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Manage internal (Mindshare) and external client relationships to guide the Business Intelligence engagements. Bachelor's degree in Marketing, Advertising, Economics, Computer Science, Information Systems, Business Analytics, or related field.
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We're seeking a Business Intelligence Lead with a strong background in healthcare data operations and a passion for data quality and process improvement. As a Business Intelligence Engineer for CenterWell Primary Care, you can directly impact patient care and outcomes through your work.
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The Business Intelligence Lead works on problems of diverse scope and complexity ranging from moderate to substantial. The Business Intelligence Lead solves complex business problems and issues using data from internal and external sources to provide insight to decision-makers.
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GIT, and business intelligence reporting system. Humana will provide Home or Hybrid Home/Office associates with telephone equipment appropriate to meet the business requirements for their position/job.
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Advanced proficiency in cloud-based SQL Environment (BigQuery, Snowflake or RedShift), SQL, and at least one object-oriented language. Become a part of our caring community and help us put health first.
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Experience with data visualization tools (such as Power BI, Tableau or Qlik) Experience with continuous integration & delivery (Azure DevOps, JIRA, etc.) Power BI experience and Snowflake experience highly preferred.
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Minimum five years in healthcare data operations, modeling, or reporting. We proudly employ more than 30,000 clinicians who are committed to putting health first - for our teammates, patients, communities and company.
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At minimum, a download speed of 25 Mbps and an upload speed of 10 Mbps is recommended; wireless, wired cable or DSL connection is suggested. Among our benefits, Humana provides medical, dental and vision benefits, 401(k) retirement savings plan, time off (including paid time off, company and personal holidays, volunteer time off, paid parental and caregiver leave), short-term and long-term disability, life insurance and many other opportunities.
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Centerwell, a wholly owned subsidiary of Humana, complies with all applicable federal civil rights laws and does not discriminate on the basis of race, color, national origin, age, disability, sex, sexual orientation, gender identity or religion.
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Snowflake experience preferred. Satellite, cellular and microwave connection can be used only if approved by leadership. Issue Resolution: Triage production support issues, delegate work as necessary, and become a subject matter expert for all membership data.
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Associates who live and work from Home in the state of California, Illinois, Montana, or South Dakota will be provided a bi-weekly payment for their internet expense. The compensation range below reflects a good faith estimate of starting base pay for full time (40 hours per week) employment at the time of posting.
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About CenterWell, a Humana company: CenterWell creates experiences that put patients at the center. It is also the policy of Humana to take affirmative action to employ and to advance in employment, all persons regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, genetic information, disability or protected veteran status, and to base all employment decisions only on valid job requirements.
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business strategy intelligence jobs Title: analytics Company: Simplyapply
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).
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.