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8+ years of experience in Business Affairs and Talent Services at an Advertising Agency or Brand. VML is seeking a dynamic, forward thinking Business Manager of Talent Affairs to support the production team.
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We are looking for a seasoned Windchill PLM Business/Systems Analyst with experience gathering requirements, understanding of complex data structures, which will enable workflow capabilities for internal and supplier (external) users, and integrating with other planning, master data and enterprise systems.
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Business Development Strategy: Develop and execute a comprehensive business development strategy to drive growth and expansion in the digital health sector, identifying new market opportunities and forging strategic partnerships to achieve business objectives.
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Position Overview: The Business Development Manager will be a key contributor to the New Business Development (NBD) Team. This role will be responsible for collaborating & coordinating with NBD team to help drive critical initiatives, partner with the team to drive an effective communication plan and ensuring the smooth execution of key projects.
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We are hiring a Senior Statistical Analyst to leverage cutting-edge data science tools and methodologies on real-world clinical data for scientific research in precision medicine. If you're ready to make a significant impact and contribute to a world of healthier lives, we invite you to apply for this exciting Sr. Statistical Analyst role at the American Heart Association.
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The Sr. Navigation Database Analyst collaborates with Flight Superintendents, Senior Flight Superintendents, Sector Managers, Special Assignment Supervisors, and external customers. Sr. Navigation Database Analyst.
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Our client in Atlanta, GA has an urgent project need for an AML/KYC Analyst for an upcoming project starting ASAP and ending November 2025. Our client in Atlanta, GA has an urgent project need for an AML/KYC Analyst for an upcoming project starting ASAP and ending November 2025.
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4+ years of experience working with ServiceNow as a Business Systems Analyst in an enterprise environment. Our solutions team is seeking a ServiceNow Business Systems Analyst with HAM Pro experience to play a key role in setting up this module within one of our global clients.
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Applying data science methods (i.e., statistical modeling, machine learning techniques: regression, forecasting / predictive modeling, decision trees) to healthcare and Life Sciences business problems.
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Apply quantitative credit analytics, risk management techniques, fixed income and derivative valuation to support various business lines. Provide a micro and macro view of risk management for particular business lines and the bank as a whole.
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The COBOL Programmer/Analyst will be responsible for helping to convert VSAM to DB2. Our client is seeking a COBOL Programmer/Analyst to join their team. The COBOL Programmer/Analyst will be responsible for helping to convert VSAM to DB2.
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Masters in Public Health, Health Administration, Business or related field from an accredited school is preferred. The Business Manager will coordinate closely with the U.S. investigators, study team members, and grants, finance and HR units located at various schools within Emory and other domestic institutions, as well as with international collaborators, to provide grants management and human resources support to all aspects of our team’s projects.
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We are looking for a talented and experienced Business Architect to join our Georgia-Pacific Consumer Products IT organization. As a Business Architect, you will be responsible for understanding business processes and needs, identifying opportunities, and translating these into IT strategies and roadmaps to increase our competitive advantage.
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As an Analyst with Kimley-Horn, you will benefit from hands-on experience, technical software and consulting trainings, and developmental programs geared towards growing Kimley-Horns future leaders.
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As a Data Analyst II, Dashboards reporting to the Manager, Dashboards, you will play a pivotal role in supporting the execution of the reporting needs including the dashboards and reporting strategy within the People Analytics team.
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Title: business analyst Company: Mvp Consulting in Atlanta, GA
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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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.
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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?
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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.