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Bachelor’s degree in Analytics, Engineering, Statistics, Industrial/Organizational Psychology or related field. Master’s degree in industrial/organizational psychology, Data Analytics, or Statistics.
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The Senior Business Intelligence & Analytics Engineer is responsible to help build, automate, and maintain enterprise BI and analytic solutions. In the role of Senior Business Intelligence & Analytics Engineer, you will join a diverse, global team that invests in your customized career growth and uses technology and data to positively impact peoples lives.
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Proven experience in dashboard development and data visualizations using a data visualization platform (i.e. Tableau, Spotfire, Qlik Sense, SAP Cloud Analytics, etc.) This position plays an integral part in creating meaningful and insightful data analytics used in decision-making at Stericycle.
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Global Identity Engineering team, has an opening for a Senior IAM Engineer to deliver and manage large, complex programs in the areas of Provisioning/De-provisioning, Role Engineering, Directory, Highly Privileged Accounts, Identity Governance and Access (IGA), Single Sign On, Analytics, API Management and access certifications.
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Solid knowledge of Google Analytics and experience in setting up and optimizing Google Adwords campaigns PLAs Working knowledge of ad serving tools (e.g., Criteo, Adroll) Strong analytical skills and data-driven thinking Experience with content creation and video creation preferred.
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Designed end-to-end solutions leveraging SAP BTP services (such as Application Development using RAP/CAP, Integration Suite, Fiori, Analytics Cloud, Automation, etc. Experience with Data, BI and Analytics platforms (such as SAP HANA Side Car, SAP S/4 HANA embedded analytics, etc.
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With a focus on integration, curation, and quality assurance across diverse data sources, coupled with our expertise in managing data infrastructure and crafting impactful visualizations, we're not just enabling analytics – we're powering world-class solutions that propel Pfizer's mission forward.
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The Pricing Specialist will utilize leading pricing analytics practices to recommend, create tactics and drive communication of key pricing insights to Pricing Manager, Senior Leadership and other relevant stakeholders.
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6+ years of SME experience integrating, transforming and consolidating data from various structured and unstructured data systems for building analytics solutions in any cloud Platforms: Microsoft Azure, AWS or GCP.
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You Have: Bachelor’s degree or equivalent At least 3-5 years of analytics and/or reporting experience Proficiency with Microsoft Office tools including Excel, PowerPoint, and Visio Experience with SQL, Python, and other Business Intelligence (Power BI, SAP Business Objects, Snowflake, Teradata, and/or other database/reporting tools is required.
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Serve as a QTAS representative on project teams supporting the development of novel biologics; collaborate with project team members (e.g., clinical pharmacology, protein analytics, discovery, toxicology) and groups within QTAS to generate relevant data guiding target validation, biomarker selection, and candidate selection.
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SEO, PPC, Google Analytics, Ads, Tag Manager, Social Media. Uses Google Analytics, Google Ads, Google Tag manager and other relevant tools to assist in driving new membership and loan acquisition.
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Experience with data visualization tools and technologies, such as Tableau or Power BI.Experience with programming languages such as Python, R, or SQL.Experience with cloud-based data and analytics platforms, such as AWS or Azure.
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Expertise in SAP system integration, business processes, common extensions, automation and emerging SAP technologies (such as BTP, Integration Suite, PI/PO, RPA, Low Code, BPM, etc. Techno-functional proficiency in SAP modules and associated business domains (Order-to-Cash, Forecast-to-Deliver, Procure-to-Pay, Record-to-Report.
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Support brand-related strategies, opportunity discovery and investment decisions with advanced analytics (examples include Customer Segmentation, Patient Adherence Analysis, HCP Network Analysis, etc.
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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.
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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.
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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.