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As a People Analytics Intern, you will play a pivotal role in driving HR analytics and reporting initiatives across all lines of business and corporate functions in General Office.
Full-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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Develop strategy and roadmap around Talent data, reporting, and analytics, including project management and coordination of data deliverables that cross multiple people analytics service offerings-teams (e.g., data science, data governance.
$155,400 a yearFull-timeExpandApply NowActive JobUpdated 20 days ago - UpvoteDownvoteShare Job
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Reporting to the Vice President, People Experience, the Director, People Experience owns the full team member life cycle from a day-to-day perspective - employee relations, talent management, compensation & benefits, learning & development, HR systems and analytics, and Racial Equity, Diversity, and Inclusion (REDI.
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We are looking for an Automation Engineer to join our Data Analytics and Automation team as we develop organizationally and deliver data analytics and automation solutions for the Electronic Payment Systems organization.
$116,600 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Proficiency in data analytics tools and software such as Nielsen, IRI, Tableau, or similar platforms. We put people first, care fiercely, earn trust with science and solve with courage – and have brilliant opportunities waiting for you.
$205,850 a yearFull-timeExpandApply NowActive JobUpdated 16 days ago - UpvoteDownvoteShare Job
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Integrate Data Literacy into data deliverables in partnership with analytics director. Knowledge of programming languages such as Python, R, or SQL Desired Qualifications Advanced degree in data/analytics related areaAbility to translate complex technical details into data deliverables.
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Data Modeling: Experience in creating and optimizing data models for querying, reporting, and analytics in the domains of telecom expense, asset management, and ITSM.Big Data Tools: Experience with big data tools such as Hadoop, Spark, or Kafka for handling large-scale data ingestion and processing.
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Collaborating amongst team members across several geographies, our Cloud practitioners engineer cloud-based analytics solutions on AWS, Azure, Databricks, Google Cloud Platform, Snowflake, Oracle, Informatica Cloud and a combination of native cloud technologies, including computing at edge and curating data-in-motion.
$241,000 a yearFull-timeExpandApply NowActive JobUpdated 27 days ago - UpvoteDownvoteShare Job
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Lead the creation of best practices and have strong familiarity with the actuarial, statistical, and data science literature to be able to suggest approaches and help team members avoid common pitfalls.
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Experience with database querying, data analysis, data modeling and data visualization using tools such as Tableau, Alteryx, SQL, Oracle, Snowflake, Google Analytics, and Adobe Analytics.
Full-timeExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
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A Ph. D. in Business Analytics, Management Information Systems, Data Science, Operations Research, or a related field by the start of employment. Teaching: Deliver high-quality undergraduate and/or graduate courses in Business Analytics, including but not limited to programming for analytics, data mining, optimization, data visualization, and database management.
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We are seeking a skilled Business Intelligence Developer with expertise in Microsoft Power BI and Azure Data Factory to enhance our data-driven decision-making processes. Knowledge of additional Azure services like Azure Synapse Analytics, Azure Databricks, and Azure SQL Database.
Full-timeExpandApply NowActive JobUpdated 13 days ago - UpvoteDownvoteShare Job
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As an individual contributor you collaborate with L&D, Talent Acquisition, HR Resource Center, and HRBP's as a liaison to the People Analytics team. Experience creating, analyzing, and tracking People Analytics, specifically through Excel, HCM systems, and/or Tableau.
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The SCA offers multiple degrees and operates as a combination of three programs: information systems and analytics; computer science and software engineering; and cybersecurity and information technology.
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Proficient in advanced analytics and data visualization software design and usage (i.e. Tableau, PowerBI, Looker, Qlik) preferred. Proficient in digital optimization platforms (i.e. Alteryx, Robotic Process Automation, Common Data Layer, etc.
Full-timeExpandApply NowActive JobUpdated Yesterday
data science people analytics jobs Company: Adobe in Covington, KY
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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.
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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.