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About The RoleAs a Workday HR Data Analyst you will play a crucial role in analyzing and interpreting data to drive informed business decisions in a fast paced, growth oriented global organization.
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Key support areas include Employee Central, Integration, Reporting/People Stories, Data Replication and Data Governance. This role is responsible for ongoing support of the Employee Central global HR system.
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Propose, build and execute data analytics solutions in support of the full Audit life-cycle objectives using tools such as SQL, Python, Alteryx, QlikView, Toad, Tableau, Business Objects, and others.
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Hands-on production experience with orchestration systems such as Airflow. Expanding, scaling, and standardizing the core foundational principles through consistent observability, lineage, data quality, logging, and alerting across all engineering teams in the Data organization is imperative to the creation of a single pane of glass.
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Experience in data collection from systems like ServiceNow, Splunk, or other data lakes, along with the ability to extract and normalize data for the establishment of routine feeds for IAM processes.
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Note: Data Annotation payment is made via PayPal. We will never ask for any money from you. Fluent in English● A bachelor's degree (completed or in progress)● Excellent writing and grammar skills● Strong research and fact-checking skills to ensure accuracy and originality● Previous experience as a Freelance Writer, Content Writer, Editor, Copywriter, Copy Editor, or those with experience in journalism and/or media is preferred but not required.
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The Principal Product Manager - Technical, will be fluent in a range of strategic and analytical approaches to product and technical leadership, including the ability to build compelling value propositions, influence stakeholders, and provide clarity on complex systems and dynamics via rigorously refined written and verbal communication.
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SiriusXM, through SiriusXM Canada Holdings, Inc., also offers satellite radio and audio entertainment in Canada.
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Role accountabilities: Inter-discipline knowledge of data center facility systems, with primary expertise in electrical design for data centers. Role description:As a Senior Data Center Power Distribution Engineer you will lead the electrical discipline of multiple concurrent data center projects through pursuit, proposal, design, and construction phases.
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Minimum 5+ years of experience in HR analytics, data analysis, or a related field. The ideal candidate will be adept at using both internal and external data to identify trends, spot opportunities, and provide actionable insights that shape our HR strategy.
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Conduct data analysis across different source systems and present findings to the team. Collaborate with different teams in EDM (Data Cloud, Architecture, Data Governance Tech, Data Science) and support strategic initiatives such as data governance, data-as-a-service, and self-service analytics.
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Build and optimize data pipelines, logic and storage systems with latest coding practices and industry standards and modern design patterns and architectural principles; actively code and execute against the roadmap.
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Qualifications and Skills IT professional experience in Azure Cloud with over 5+ years of Azure Development Ability to recreate existing legacy application logic and functionality into Azure Databricks/Data Lake, SQL Database and SQL Datawarehouse environment.
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Preferred Skills:- Knowledge of Microsoft Office Suite including Outlook, Word, Excel, PowerPoint and SharePoint- Ability to train on database systems such as the Agency’s Laboratory Information Management System (LIMS) and Water Information Systems by Kisters (WISKI) data management systems- A general knowledge of field sampling equipment and standard water quality sensors.
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In our Data science track we prepare you to get job as one of the following: Python developer, a data analyst, data visualization developer, a statistician, a machine learning engineer or a data scientist.
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hr systems data jobs Company: Insidehighered in Newark, NJ
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).
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.