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Job Title - Geospatial Analyst Duration - Long Term Work Mode- Hybrid/ WFO (4 days onsite-1 Day remote per week) Work Location- Irving, Tx Position Summary: We are seeking a Geospatial Analyst Under supervision of the Systems Performance Manager and/or Energy Manager, implements, and maintains the Geographic Information System (GIS) for both desktop and web map applications, and all associated integrated IT business applications.
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6 years of experience must include: Ab initio, Informatica, Data Stage; Teradata, IBM DB2, Cognos, Oracle PL SQL; Autosys, Control-M, Erwin, XML, HTML, CSS, Unix Shell Scripts; Data Analysis, Data Processing, Code Optimization, Performance tuning; Automating Business Process and Models; Microsoft Visio, Web Services, Crystal Reports; and HP Quality Center, ALM, VSS, EME, XSD. At least 3 years must include: Hadoop, HDFS, Big Data, Hive, Spark.
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Description :Lead a highly motivated hybrid-remote team tackling diverse AI projects ranging from traditional machine learning to cutting-edge imagery and LLM. Take ownership over your work, embrace continuous learning, and above all, find joy in what you do.
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Experience with data visualization tools such as Google Data Studio, Tableau, or Power BI preferred. Strong analytical skills, with the ability to interpret complex data, draw actionable insights, and communicate findings effectively to clients and internal stakeholders.
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Experience with OneStream, SQL, Power BI, Snowflake, Essbase, Oracle Cloud, VB Script, Tableau, Coupa. This position requires basic knowledge of system administration, data integration, metadata management, but also familiarity with accounting and finance.
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Experience with data visualization platforms (e.g., DOMO, Tableau, Power BI) to clearly communicate findings. 1-2 years of experience applying machine learning, data science and LLMs (GPT, LIama 3, Gemini) in business environments.
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Technical Skills : Teradata/Oracle, Informatica/ AbInitio/ Datastage, Hadoop, Hive, Apache Spark, Cloud Pub/Sub, Cloud Spanner, Cloud SQL, Data Fusion. Minimum of 7 year of designing and building production data pipelines from data ingestion to consumption within a hybrid big data architecture, using Cloud Native GCP, Python, SQL etc.
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Support vendor risk management and DPIA programs to ensure third parties comply with the Firm’s privacy and data protection requirements. This role requires Data Loss Prevention (DLP) program experience, including conducting investigations related to data loss, data exfiltration, or unauthorized access or use of data, or experience using eDiscovery solutions or similar technology.
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In-depth knowledge of SAP MM module, inventory management, and master data management. Oversee the creation, maintenance, and governance of relevant master data within SAP MM, ensuring data accuracy and consistency.
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We are looking for an HR Data Analyst on the People Analytics team at iHeartMedia! from on demand to broadcast radio, digital streaming radio and podcasting, which bring data, targeting and attribution to all forms of audio at an unparalleled scale.
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Advanced Microsoft Excel, PowerPoint, and Word skills a must; experience with Tableau, SQL, SPSS, Power BI, Action O-I benchmarking, MGMA survey data are a plus. Developing and delivering high-quality work products, utilizing both qualitative and quantitative data, including cash waterfalls, payment velocity, cost-to-collect, and others.
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Experience with data warehousing solutions like Amazon Redshift, Snowflake and Google BigQuery. - Strong experience in database management, data migration, data modelling, ETL processes, data visualization tools and data warehousing.
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Must live in TX, AR, FL or WI Primary Purpose The primary purpose of the Coding Specialist II is to code and verify charge data necessary to ensure correct coding, abstracting, and billing on emergency department (ED), same day surgery (SDS), outpatient clinic (OPC), observation (OBS), specialty clinics and/or inpatient OB/newborn encounters.
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Experience understanding, using, and employing syndicated data, customer card/POS data, and panel data to guide internal and external wins through sales and share growth (experience with data sources such as Nielsen, IRI, NPD, Numerator, 84.51, dunnhumby, SPINS, Stratum, Spectra/demographics, SPSOneScreen, Symphony Retail AI/EYC) Working knowledge of retail merchandising and in store execution tactics.
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Collaborate with the Enterprise Data Director on designing and building BI strategies for strong user experience and adoption while providing data and insights to drive key business decisions.
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remote data bi jobs Company: Acensi in Irving, TX
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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 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.