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Working with Agile development methodologies and product tracking solutions such as Version Control Systems (e.g. Github), Issue Management Systems (e.g. JIRA, Azure DevOps etc.) Certified in Software Delivery Management skills (PMI-PMP, Agile Certification (Scrum Master / Product Owner.
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Provides interpretation of financial and statistical data and results to senior management. Modifies and maintains computer models to reflect business changes, management decisions, and market impacts.
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Field Application Specialist - Fluid Management, (Single-Use) - Southern California page is loaded. You will report on competitors’ products and feedback information to the Application Specialist Team Management and Products Management.
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Responsibilities: The Data Analyst will support Barrow Wise's GSA project and perform the following duties: Organize and analyze large amounts of structured and unstructured data sets using data analytical tools, to include experience locating, accessing, merging, cleaning, and standardizing data, and developing derived metrics.
$65,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Provides KPI metric reporting to senior management and various business units using Power BI, Business Objects, Excel, and MS Access. The Data Analyst is responsible for creating reports and developing complex variables to provide business users information for day-to-day operations.
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This individual maintains a thorough knowledge of pharmacovigilance signal detection and risk management methods to ensure thorough monitoring of safety signals, and applicable risk mitigation strategies are in place as appropriate.
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Familiarity with specialized software for project management, such as Deltek Costpoint. The ideal candidate will possess a deep understanding of construction financial processes, project finance management principles, and government procurement regulations.
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Proficiency in HR technology and tools related to talent management and learning management systems. The estimated base salary range for the Associate Director, Talent Management role based in the United States of America is: $152,600 - $228,800.
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Prepare and collect evidence for corporate compliance requirements including Sunshine Act, Sarbanes-Oxley, and Enterprise Risk Management. Experience with heavy focus on Analyst side of IT; not troubleshooting or typical IT work or helpdesk.
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Foreign Military Sales Analyst. Experience with FMS case management and developing FMS cases in Defense Security Assistance Management System (DSAMS) Knowledge of DSAMS, Management Information System International Logistics (MISIL), the Security Cooperation Information Portal (SCIP), Information Warehouse (IW), or the Navy Enterprise Resource Planning (ERP) system.
$137,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Serve as a Senior Instructor Mentor to train LCS sailors in Bridge Resource Management, LCS Navigation system capabilities and limitations, shipboard planning and execution, and communications.
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Stay current with the latest research and trends in behavioral science, health technology, and chronic disease management to ensure our products remain at the forefront of innovation. As a Behavioral Science Analyst, you'll join a passionate group of researchers and professionals who thrive on experimentation, collaboration, and curiosity.
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Northrop Grumman Aeronautics Systems has an opening for a Principal or Senior Principal Configuration Analyst to join our team of qualified, diverse individuals within our Systems Engineering organization.
$164,900 a yearFull-timeExpandApply NowActive JobUpdated 11 days ago - UpvoteDownvoteShare Job
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The VP of Property Management and Facilities plays a pivotal role in advancing the organization's mission by ensuring the optimal maintenance, strategic management, and alignment of all physical assets, particularly the affordable housing portfolio.
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Assist with the execution of TYCOM roles and responsibilities delineated in the NMP Management Operation Manual (MON) and Joint Fleet Commander C5I Modernization Policy (C5IMP) to include: TYCOM voting, staffing of Risk Assessments, Late Add requests, and approving Ship and Strike Group C5I baselines.
$122,600 a yearFull-timeExpandApply NowActive JobUpdated 10 days ago
Title: workforce management analyst Company: Avangrid in San Diego, CA
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).