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Assess how new investment strategies impact asset-liability management and underlying profitability for Global Atlantic. Global Atlantic is a wholly-owned subsidiary of KKR, a leading global investment firm that offers alternative asset management across multiple strategies and capital markets solutions.
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You will provide fiscal and technical (data processing) guidance, and procedural training for functional applications of system(s) processes for user, system analysts, management, and higher headquarters.
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Our Federal National, Security and Justice (NSJ) Organization is growing, and we are looking for dedicated, highly motivated Legal Assistant's (Management Analyst I) to join our team supporting a large government contract.
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Legal Assistant (Management Analyst I) Assists Immigration Judges in court hearings with administrative duties, e.g., receive and distribute documents, print out judge's orders, update CASE management system, etc.
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As a Workforce Management Planning Analyst your primary focus will be. “I can succeed as a Work Management Planning Analyst at Capital Group.” Work Management Planning Analyst page is loaded.
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This position requires you to obtain and maintain a Level 2 Certification under the DoD Financial Management (FM) Certification Program as a condition of employment. Performs analysis of financial management and various operational data for Indianapolis Operations that results in business insights gained, increased data efficiency, or improved use of data.
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Additional qualification information can be found from the following Office of Personnel Management website: Financial Administration and Program Series 0501 (opm.gov) This is a Financial Management Level I certified position per the National Defense Authorization Act (NDAA) 2012, Section 1599d.
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As a Retail Workforce Management Analyst, you will aid in the planning, configuration, and analyze the retail workforce management systems and labor models. Partner with store operations, compliance, information systems, and people (HR) departments to gather information and requirements for workforce management system enhancements for multiple business units.
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The Order Management Analyst is part of the Deal Strategy team supporting transactional activities for global order processing. The Order Management Analyst will be responsible for the organization, fulfillment, booking, and documentation of all transactions and ensuring compliance with all Company and business policies.
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Experience in a business environment dealing with budgets, accounting / finance, contract management, process flows and / or strategic planning. Experience in business environment dealing with budgets, invoicing, and contract management and / or process flows.
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As a Workforce Management Planning Analyst your primary focus will be operationalperformance reporting and data analytics. You can consult effectively with leadership to understand information requirements and associated business decision to determine informationformat, content, and structure, and other ad-hoc report requests•You demonstrate agility to work across multiple business groups andproject teams to lead complex and sensitive initiatives to include change-management processes that contribute to the successful delivery of business outcomes.
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2+ full cycle SAP MM Implementations along with SAP MM data Implementation like Material Management, PP, etc. Demonstrated ability to map, cleanse, and discover SAP master data through project work.
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Conducts planning and execution of the HQ Department of the Army Staff management of all actions related to assigned financial management sub-functions (i.e. travel, commercial vendor services, and reserve military pay.
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Bachelor's degree in Business Administration, Management Information Systems, or a related field. We are looking for a dynamic individual with a strong technology and financial management background to implement and operationalize a Technology Business Management solution.
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Develop labor schedules to meet contact volumes and service levels.
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management job Title: management analyst in Indianapolis, IN
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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.
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When a student applies for their first job or for their next academic degree, they don’t have much experience to showcase their skills and personal qualities. Hiring managers and admissions officers, therefore, often look at recommendation letters as a way to go beyond the student’s GPA and learn more about the student’s skills and personal qualities.
What is Career Cushioning?
Is your organization prepared for “career cushioning”?