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Gather business requirements and using those requirements: design, develop, and support analytics solutions in SAP BW, SAP Datasphere SAP Analytics Cloud (SAC) and other analytics tools and platforms.
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Work closely with Process Architect, Business Analyst on end-to-end design of solutions. Sr Teamcenter Functional Analyst. Teamcenter PLM, Solutioning, Part & BOM Management (CAD BOM, EBOM, MBOM), Release & Change Management, Document Management, Active Workspace (AWC), Integrations (CAD- NX & Cadence, ERP- Oracle & SAP and Legacy systems), Migration from legacy system to Teamcenter.
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Posting Title Utility Regulatory Policy Analyst Job Requisition Number AE503640 Position Number 100136 Job Type Full-Time Division Name Regulatory Affairs & Corp Comm Minimum Qualifications. Bachelors degree in Business, Economic, Public Affairs, or any utility regulatory process development field plus five (5) years of related work experience.
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The BI Analyst will assist CapMetro in making informed business decisions that enhance service quality and sustainability, use business intelligence analytical tools and machine learning techniques to leverage the warehouse of datasets, mine for information and statistics, create performance metric dashboards, and create user-friendly BI interface applications to query databases.
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Sunstates Security is seeking a Global Threat & Travel Security Analyst to provide operational support and expertise to ensure global threat mitigation activities and coordination are achieved.
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The Project Controls Analyst shall prepare, analyze, verify, and report information related to project control areas (such as cost, estimating, planning, schedule, and/or resource management) and measure the effect of such information on the overall performance of RWE's wind, solar, and storage projects.
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The Project Controls Analyst shall report to the VP Projeof ct Controls (or Manager Project Controls) and shall be responsible for managing the project management control system for 5-8 concurrent projects within preconstruction and construction project management.
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The Senior Analyst will have a role in developing efficient and effective testing routines along with establishing key relationships within Compliance, Independent Risk Management and Business support partners at Ally. This role requires a working knowledge of Compliance and Operational risk with demonstrated ability to identify, communicate, and escalate gaps in processes and/or regulatory issues for remediation.
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The IRB Analyst facilitates ethical conduct of research with human subjects that is compliant with. The IRB Analyst is responsible for reviewing human subjects research submissions in the area of clinical and social behavioral research for completeness and adherence with IRB policy, institutional requirements and state/federal regulations.
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Knowledge of competitive business practices and analysis. The candidate filling this position will serve as coordinator across Austin Energy and the broader Texas stakeholder community for a wide range of ERCOT market and regulatory policy issues.
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The Management Analyst V serves as a Senior Policy Advisor for the Health and Human Services Office of Inspector General (OIG), reporting to the Deputy Inspector General for Policy and Strategic Initiatives.
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Hill International is seeking a Policy Analyst for its Community Development Block Grant-Disaster Recovery (CDBG-DR) market for a Texas-based client. The Compliance Analyst is expected to be on-site.
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Austin, Texas based preferred or willing to travel for training or ongoing business needs. Ability to adapt to change in a fast-paced environment and make judgmental business decisions with minimal need for managerial support.
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Geoscience Data Analyst. M.S. with 3 years relevant experience or Ph. D. (or equivalent international degree) in Earth Science (including Hydrology, Hydrogeology, Geology, Geography), Civil Engineering, or closely related field (e.g. Applied Mathematics.
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The Worker will serve as a senior Business Analyst/Product Owner for the project of integrating the credentialing data used by Managed Care Organizations (MCOs) into the Provider Enrollment Management System (PEMS.
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Title: business analyst Company: Pg E in Austin, TX
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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.
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.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.