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Reporting to the Head of Talent and Culture, the HR Generalist is a full-time exempt position that is based in New York City. WHAT YOULL DO:Talent Acquisition Develop and implement recruitment strategies to attract qualified candidates.
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Program Details Maternal Health Access Solution (MHAS) 12 or 24 Hour Shifts: 24 Full Scope OBGYN Generalist Position – both inpatient and outpatient Block Scheduling with 5, 24-hr. Our parent company, VieMed, serves 96,000+ patients nationwide with in-home, post-acute respiratory care and medical equipment services.
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PitchBook's Human Resources Business Partner (HRBP) provides broad Human Resources (HR) support to our New York office and works in partnership with the global People team to manage and support initiatives and projects.
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The Clubhouse Generalist will work in partnership with staff and members in the daily operation of the clubhouse employment, education, advocacy and wellness programs. The Clubhouse Generalist is responsible for engaging Clubhouse members in all activities that keep the community going while also assisting them in reaching their recovery goals and ensuring quality support and services.
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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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Define the strategy for performance and competitive reporting solutions (business logic, data visualization, data feeds, and taxonomy). Experience with Alteryx for business logic design required as well as ability to operate in Cloud environment (Azure.
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Reporting to the Group Director, HR Technologies & People Analytics, you'll work closely with local HR partners, the business and management. Develop and manage reports and dashboards using Power BI, Workday and other HR systems.
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In collaboration with the Generalist division, the Maternal Fetal Medicine Specialists oversee the 24/7/365 Labor & Delivery service across two hospitals with levels 3 and 4 NICU, averaging 6,500 deliveries per year.
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Knowledge of SQL, VBA, SAS, R, Python, ETL tools or Business Rules Engines is a plus, as is fluency in cloud databases and workflow scripts (e.g. Jupyter Notebooks) · Background experience in Tableau, Power BI, ThoughtSpot, Spotfire, COGNOS, or other data visualization software would be advantageous.
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Business Developer will develop utility-scale solar, wind and battery storage projects with a team of experts to support Avangrid's growing pipeline and goals. Prior experience in renewable energy project development, energy project development, electric/natural gas supply and transportation/distribution or the independent power business.
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JOB DESCRIPTION: HR Generalist. Job Function: People Operations Generalist. As Human Resources Generalist, you will assist with the design, management and evolution of the company's Talent Strategies and processes.
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The Human Capital Management (HCM) team coordinates all aspects of employee relations and organizational culture, which includes but is not limited to the areas of talent management, employee relations, payroll and timekeeping, benefits, HRIS and analytics, HR compliance, change management, organizational and performance management.
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Play a key role in building out the Business Intelligence team’s technical capabilities and BI data assets, incorporating entitlements, Tableau, and Snowflake. The Business Intelligence team within EDM is responsible for delivering analytics solutions that enable our stakeholders to make data driven decisions.
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Position Summary:The Staff Generalist serves AAFEs mission to empower immigrant communities by providing support to office operations, direct client services, homelessness prevention and community outreach in Manhattan Lower East Side. The full-time Staff Generalist also supports areas where there may be an increased service demand or during staff leaves of absence.
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Proficiency in Python and SQL, data visualization tools (e.g., Tableau, Looker), and other business intelligence technologies (e.g., Alteryx). 4-6 years of experience in a similar Business Intelligence Analyst and Financial Analyst role in the music publishing or rights management space.
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hr business generalist jobs Company: Arootah in New York, NY
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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.
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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.
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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).