- UpvoteDownvoteShare Job
- Suggest Revision
Experience as a Business Analyst on PeopleSoft Financials and Supply Chain Management (FSCM) on implementation or upgrade projects. The Business Analyst must have a solid understanding of both the PeopleSoft General Ledger and Commitment Accounting modules and fund accounting in government.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Implement delivered PeopleSoft Garnishments processImplement delivered PeopleSoft Absence Management module and processes Utilize delivered PTO functionality Real-time balancesTimely monthly accrualsAccurate reporting.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Implement delivered PeopleSoft functionality eCompensation/Comp module Eliminate the need to export data from one system into another to manually manipulate. Implement delivered PeopleSoft functionality: Shift/Flex Differential Automate adding.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
This position serves as the Deputy Director for the PeopleSoft technical architecture teams, within the OSM and in support of the DofA, Chief Information Officer (CIO). The OSM is responsible for the strategic planning, integration, and technical support the statewide PeopleSoft Human Capital Management (HCM) and Financial Supply Chain Management (FSCM) systems.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Experience with HCM Tax Updates, Oracle Critical Patch Updates, PeopleSoft Updates and PeopleTools Upgrades. Extensive experience working with PeopleSoft Human Capital Management (HCM) 9.2.
ExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Senior Peoplesoft Developer (Financial Module) Experience using PeopleSoft Financials (9.2) or higher. You have strong technical knowledge in PeopleSoft along with specific depth in Accounts Payable and Accounts Receivable.
Full-timeExpandApply NowActive JobUpdated 14 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Extensive background working as a PeopleSoft programmer or developer. Provide second level technical support for PeopleSoft interfaces and modules. Research issues, monitor and maintain integrations/interfaces between PeopleSoft modules.
Full-timeExpandApply NowActive JobUpdated 14 days ago - UpvoteDownvoteShare Job
- Suggest Revision
General knowledge of PeopleSoft CMS or related ERP systems used in Higher Education. San Diego State University is not a sponsoring agency for staff or management positions (e.g., H-1B visa). The IT Division has the stewardship responsibility for core IT assets on campus and the obligation to provide the services, training, and community building necessary to realize the benefits of those investments across the San Diego State University community.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Education and Years of Experience:A minimum of 10 years' experience of development with PeopleSoft HCM.Required and Desired Skills/Certifications:Good understanding of HCM Business processesPS HCM Techno Functional expertiseSolid PS technical skills and 10+ yeas hands on experienceGood communication skillsSystem Integration knowledge.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Strong communication and written skills are required PeopleSoft HCM Functional SME. Working knowledge of various PeopleSoft HCM modules including Core HR, Workforce Administration, North American Payroll , Time & Labor is also desired.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
We are in need of a PeopleSoft HR data analyst to support the daily reconciliation process between PeopleSoft HR and Oracle HCM. Understanding of PeopleSoft HR data and tables, review, and analysis of large data extracts in Excel, identify issues and find data resolution approaches.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Implement delivered PeopleSoft Garnishments processImplement delivered PeopleSoft Absence Management module and processes. Implement delivered PeopleSoft functionality: Shift/Flex Differential.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Experience in Peoplesoft development - specifically with People code, Application Engine , Integration Broker, BI Publisher, Component Interfaces, PeopleSoft Queries, Trees and Fluid interface, SQR.
Full-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Three (3) years of expert experience in PeopleSoft 9.2 FSCM, HCM, ELM, and Portal in a development or functional consultant role. Three (3) years of expert experience in PeopleSoft tools 8.59 and later, Application Designer, Application Engine, PeopleCode, SQR, BI/XML Publisher, Integration Broker, PS Query reporting, Security configuration, AWE, CI, and Process Scheduler.
$80,000 - $130,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Experience with IT project management, PeopleSoft programming/coding, and system implementation coordination. As a HCM PeopleSoft Programmer, you will ensure alignment with departmental practices and standards.
Full-timeExpandApply NowActive JobUpdated 5 days ago
Title: peoplesoft Company: Talestrat
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.