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Join our team as an Inventory Analyst! Partner with sales, marketing, and product teams to determine precise inventory requirements and establish effective replenishment strategies. Experience working with Enterprise Resource Planning (ERP) Software (SAP, Power BI, SAS, etc.
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Our client is an organization in the Madison area looking for a Marketing Business Analyst. Internal expert in direct marketing disciplines to monitor and forecast revenue. Provide analysis of customer buying activity as needed for marketing.
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Job Title: Business Analyst Consultant-III (Hybrid) CompTIA A+ certification of similar. Advanced knowledge of quality assurance and software testing methodologies. Coordinate department business program specialist and technical staff efforts to clarify, revise, develop, and implement process descriptions and functional programming specifications.
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As a Workday Systems Analyst, you will translate business requirements into technical solutions, manage vendor relations, and support mid-sized project implementations under the direction of a team leader.
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The Program Analyst will apply their expertise in programming procedures to complex programs, recommending the redesign of programs, investigating and analyzing the feasibility of program requirements and developing programming specifications.
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SHINE Technologies is seeking a Senior Financial Analyst to serve as a key business partner to SHINE management and will lead or support financial activities across a number of our business lines.
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This Director will report to the VP, Pharmacy Marketing. Humana's Marketing organizations is seeking a dynamic and experienced Director of Marketing Operations and Transformation to join our team work remote anywhere is the US. In this role, you will be pivotal in driving the advancement of our marketing operations, leveraging cutting-edge technology, and ensuring a seamless customer experience across all channels.
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Develop effective communication methods between supply planning, sourcing, and regional marketing teams. · Capable of working collaboratively among cross-functional teams including R&D, sourcing, enterprise marketing, enterprise contracting, strategic pricing, customer service, finance, quality, regulatory, legal, inventory, and regional marketing teams.
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The Department of Children and Families has identified a need for one Business Analyst/Consultant IV who will be responsible for managing and coordinating the development of requirements documents and performing liaison work with BITS Support Services for high-profile projects that support the DCF services provided to children and families.
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Administers the company’s executive compensation programs including base pay, and short and long-term incentive plans.
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Provide strategic guidance to business units on investment decisions.
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Wisconsin Department of Public Instruction (DPI) teaching license in Marketing Education to cover the grade level(s) being taught. Wisconsin Department of Public Instruction (DPI) teaching license in Marketing Education to cover the grade level(s) being taught.
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The Support Analyst is our gateway to support for our Indeavor Solution end users. Additionally, the Support Analyst assists with how-to guidance, feature requests, and contributes to the creation of Knowledge Base Content (KBAs.
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As the Senior Security Program Analyst, you will be part of a team responsible for a client data center security system maintenance program. Sr. Security Program Analyst - Pacific/Mountain REMOTE.
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AE Business Solutions is seeking a Sr. Security Analyst to work on cybersecurity initiatives and join our client's team on a hybrid contract in Madison, WI. We're not a staffing company: We're an IT Solutions Integration company with an IT Staff Augmentation Division.
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Title: marketing analyst Company: Alec in Madison, WI
FEATURED BLOG POSTS
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.