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We're currently seeking a Business Intelligence Analyst to join the Growth Analytics team! An undergraduate or Master's degree in a quantitative field (eg science, engineering, economics, quantitative finance, operations research, statistics, or similar) or proven experience within business analytics.
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Experience in one or more related areas, i.e. SQL, Business Intelligence, Financial Reporting, Machine Learning, Data Science, and ETL. As an Associate Software Engineer you will work within the Core Systems and Platforms (CSP) Organization under the Financial Value Chain business solutions area.
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As a Business Banker with Banner Bank you will grow Business Banking revenue by increasing business deposits, loans, treasury management, and merchant services. Coordinate and set up meetings between prospective customers and appropriate line of business partners, including Commercial Relationship Managers, Branch Managers, Treasury Management Representatives, Mortgage Loan Officers, Investment Officers, and Outside Affiliated Product Reps.
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Strong experience with: event security, executive protection, intelligence analysis and risk assessments; executive communications. The Executive Protection Specialist role provides a safe environment enabling our team to conduct business when traveling to, hosting, or attending events.
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Finance Value Chains will be delivering Priority Business Solutions aligned with the enterprise architecture for the Finance, Tax and Treasury Value Chains. Partner with architects, business architects and business systems analysts and other software and data engineers on project teams, following Solutions Architecture model.
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This role is critical to the success of several enterprise programs that will require considerable business intelligence, enterprise data management, and forward-thinking skills to ensure BI strategy and the tactical plan aligns to a sustainable model for current state and trends into the future of analytics.
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Master’s degree in Industrial Engineering, Operations Management, Supply Chain Management, or Business Administration. Professional experience or bachelor's degree in Industrial Engineering, Operations Management, Supply Chain Management, or Business Administration.
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Collaborate with VP+ level stakeholders across product management, product marketing, finance, business operations, corporate development, and GTM teams to build business strategies for planned new product investments.
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Assist in the strategy and development of the data visualization layer of the business intelligence platforms (Tableau) for insight generation for use in campaign monitoring and optimization.
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Understanding of the risk management functions and risks, including but not limited to the understanding of enterprise risk management, data governance, third party risk management, model risk management, business continuity, fraud risk management, and associated regulations, guidance, and regulatory expectations.
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7-10 years in Consumer Insights, Market Research, or Competitive Intelligence in digital gaming, hobby games, or a related entertainment field. Inform long-range plans and growth strategies for senior management by surfacing relevant trends and consumer insights with implications for the Wizards gaming business and pipeline.
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You will work closely with Warner Music Group's various business lines, Human Resources, Legal, Risk Management, Communications, and Facilities teams to support our employee protection and asset protection goals.
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The Department of Business Communication in the Marshall School of Business, University of Southern California is seeking applicants for a part-time Adjunct Professor, non-tenure track position, for.
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Exemplary analytical problem-solving skills and knowledge of business intelligence tools (I.e., Domo, Looker, Tableau). Reporting to the CFO, you will own the entire business intelligence function: you will be the expert on company data and use that knowledge to answer questions, provide insight, and improve the business.
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Paul Davis will grow to become over a $2 Billion business in the next 5 years. Business Development Manager. Organize and schedule a calendar of consistent Business-To-Business visits.
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business intelligence jobs Company: Oc Tanner in Burbank, CA
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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.