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Power BI: Understanding and experience with Power BI for data visualization, reporting, and business intelligence. Shell scripting, Python (e.g., web scraping to support Palo Alto firewalls for external blocklists.
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Working technical knowledge of Microsoft technologies, Cisco routers/switches, Palo Alto firewalls, and Avaya Aura systems. Global Protect VPN/Prisma Access (architect) Proficiency in managing a fully converged WAN data network using Meraki SD-WAN infrastructure.
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1+ years integrating Tableau, PowerBI, QuickSight, Looker, or other similar BI tools. The Deloitte Technology Office of CIO (OCIO) Service Assurance team offers analytics services to various teams within the Office of the Chief Information Officer (CIO.
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Technical Proficiency: MS Office Suite (Word, Excel, PowerPoint), S2P Systems (Coupa a plus), Reporting and Analysis Tools (Power BI) Experience in Strategic Sourcing to include strong negotiation and supplier management experience.
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That’s why we provide an array of options, expert guidance and always-on tools, that are personalized to meet the needs of your reality – to help support you physically, financially and emotionally through the big milestones and in your everyday life.
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Business Intelligence (BI); Data Insights; Visualizations; Actionable Insights. Most sales positions are eligible for a Commission under the terms of an applicable plan, while most non-sales positions are eligible for a Bonus.
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Proficient in Microsoft Excel; BI experience a plus. Develop financial models and analyses to support strategic initiatives. Analyze current and past trends in key performance indicators including all areas of revenue, cost of sales, expenses and capital expenditures.
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Experience with Cognos Business Intelligence (BI) reporting (preferred). This role involves maintaining corporate-wide reporting through Noetix and Cognos BI, including creating, updating, and supporting financial reports.
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Attends NAMI support groups meetings bi-monthly in the evenings, to offer support to families. Directs families to NAMI Burlington and their Family-to-Family series, as well as other self-help organizations.
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Proficiency in data visualization tools (i.e. Tableau, Power BI, Visier, Prism, etc. Preferred certifications: PHR, SPHR, SHRM CP, SHRM SCP, Workday Pro, SuccessFactors SFX. We design, supply, and service a range of water systems and monitoring equipment in industries ranging from pharmaceutical to food and beverage applications, and from microelectronics ultrapure water to municipal water and industrial wastewater treatment.
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Competitive pay that consists of: bi-weekly, no cap, commission and an hourly base. Complimentary, unlimited, eyebrow waxing + Discounts on all waxing services and retail products. If you are ready to join our dynamic team and make a difference in the beauty industry, apply now.
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We have available part-time, on-going work servicing a wide-variety of clients/retailers for weekly, bi-weekly, and monthly visits. DailyPay work today, get paid tomorrow Free Enrollment Required.
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SFS, Inc. is a leading supplier of field services to Fortune 1000 manufacturers and retailers in the U.S. We contract over 3 million retail merchandising, auditing, installation and assembly projects in almost every zip code in the country, including Puerto Rico and the Virgin Islands.
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Create and maintain financial reports in Noetix and Cognos BI, providing support to ensure users can meet monthly requirements. The Senior Staff Accountant I at Burlington Stores, Inc. will be the Oracle Project Accounting Administrator and responsible for managing the Oracle Project Accounting functions, including the setup of projects, assisting with uploading Capital Expenditure Requests (CERs), cost budgets, and board-approved plans.
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bi job in Croydon, PA
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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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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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.