Now Hiring: Email Marketing Analyst

Description

Send your application at http://bit.ly/2UtFOug

The Email Marketing Analyst plays a critical role in the execution of Invaluable’s email marketing communications. You’ll interface with a global team, including designers, marketers and advertising representatives to flawlessly execute a high volume of email campaigns. The Email Marketing Analyst is ultimately responsible for keeping the email production process moving efficiently, and for upholding the highest standards of quality in Invaluable’s email program.

Responsibilities:
-Create emails in Invaluable’s proprietary email building tool.
-Load HTML into our email marketing software and set emails up for deployment.
-Proof and QA email copy, dates, appearance, link functionality, tracking parameters, etc.
-Prioritize and manage email design team workflow
-Work collaboratively with another email production specialist to divide & conquer campaign production.
-Source and edit images and other creative for email as needed.
-Manage weekly email campaign schedule

Source and edit images and other creatives for email as needed.
-Research prospective customers and help develop a database of top customer target.

Requirement:
-Ability to multitask and thrive in a fast-paced, deadline-driven environment.
-Understanding of HTML and/or at least 1 year of experience with 3rd party email platforms.
-Awareness of delivery issues for HTML emails & ability to perform edits and understand tagging.
-Some copy writing or experience creating content either for web, social media or email.
-Exceptional attention to detail, strong communication & organizational skills
-Ability and desire to quickly learn and develop a technical skill set in regard to email production.

Bonus Skills:
Working Knowledge of HTML and /or Photoshop.
Experience with Salesforce.
Experience with Jira, Hipchat, Trello and other project management and communication tools.
Experience with Email Marketing Software, particularly Yesmail, Pardot and/or Litmus.

DMAIPH HR Analytics Strategy Lead

HR Analytics Strategy Lead

DMAIPH is an international analytics firm with offices in both the U.S. and the Philippines that specializes in providing analytics themed training, consulting and outsourcing to its clients.

DMAIPH also conducts analytics training classes facilitated by our President & Founder, Daniel Meyer. Mr. Meyer is an author, public speaker and one of the most sought after analytics experts in the Philippines. Over the past 5 years, Mr. Meyer has trained 1,000s of Filipinos on a variety of analytics topics. We are currently building out a marketing and analytics team to grow the training business line.

We currently employee over 60 employees here in the Philippines who are assigned to providing customer service, email support and graphic design work for a U.S. based client. This account is a mature account, having been established in 2013. This specific role will work directly with the marketing and analytics teams of DMAIPH and support the broader HR efforts for the other DMAIPH lines of business.

The role of the HR Analytics Strategy Lead has four primary functions;

25% HR Generalist (Comp/Ben, Contracts, Recruitment, etc)
25% HR Analytics Technical Trainer
25% HR Analytics Projects
25% HR Analytics Resource Speaker

Job Requirements:

At least 3 years of of HR work experience.
Experience in the BPO industry is a plus.
Four-year degree holder in an HR, related course preferred, but any undergraduate experience is acceptable.
Intermediate MS Excel skills.
A strong interest in analytics; using data to driven decision-making.
Experience with corporate training, public speaking and/or classroom teaching strongly preferred.
An Above average level of English proficiency.
A pleasant attitude and professional appearance.
A curious mind. Successful candidates will be able to demonstrate how they enjoy solving problems and looking for innovative solutions.

Job Duties:

HR Generalist (25%) – serving as an HR Generalist (Recruitment, Compensation & Benefits, and Employee Engagement) for a team of 10-15 marketing and analytics employees. Will also work with HR staff from DMAIPH business partners responsible for other DMAIPH teams.

HR Analytics Technical Trainer (25%) – will work alongside other DMAIPH trainers to deliver content specifically designed for HR Analytics training activities. Initially working with content already developed, over time the lead may develop their own content under the guidance of senior DMAIPH staff.

HR Analytics Projects (25%) – will work on ad hoc and ongoing analytics projects aligned with industry and academic needs to massively upskill HR staff. Will conduct research, prepare reports and deliver findings to DMAIPH management and key business partners.

HR Analytics Resource Speaker (25%) – will be assigned speaking roles at various academic and industry events where as needed. Content will be provided. Over time will become a spokesperson and champion for furthering the use of HR analytics in the Philippines.

Please note that we are not expecting successful candidates to already have work experience in all of these areas. There will be a large amount of training, coaching and mentoring to get the Talent Management Analyst up to speed. Above all else we are looking for someone who is curious, who is flexible and who can take initiative.

Compensation:

Starting salary depends on experience, but the position base is targeted at 30,000 PHP a month.
After probationary period, health benefits and paid leave will be made available (probation can last between 1 to 6 months).
Additional performance based incentives can be achieved for filling training classes and meeting HR metrics goals.
Up to P2,500 in tax-free allowances.
Possible 5-10% performance bonus upon normalization.
Complete 40 hours of work. This is a full-time job commitment.
Annual performance evaluation and compensation increases.
Standard employee benefits as mandated by Philippine law.
Company lap top and mobile phone may also be provided.

Location:

This position is primary office based, but will be able to work remotely a significant % of the time once past probationary status. There will be a need to go into the field to attend job fairs, DMAIPH training events and occasional conference and workshops. There may also be a need to report to our Ortigas office for meetings and trainings. During the onboarding and probationary period, the HR Analytics Strategy Lead may be required to come into the office regularly until they are fully up to speed.

Interested applicants please send your resume and contact details directly to me at danmeyer@dmaiph.com

HR Analytics in the Era of Digital Transformation: Thinking Through the Box

Later today I will be speaking to a group of HR Managers and Leaders from the BPO Industry. The gist of my talk will be about the disruption we are all feeling from big data and technology in our businesses.

We can all agree that attracting and retaining top talent has never been harder than it is right now. Years of sustained growth coupled with a progression up the outsourcing value chain have made the integration of analytics into our HR organizations paramount to continued success.

The future looks even more challenging. The way we used to manage talent just don’t work anymore.

New technologies like social networks, applicant tracking systems, business dashboards and business intelligence applications are fundamentally changing the entire talent management process from sourcing to placement to retirement.

These new technologies are enabling HR Managers with vast amounts of big data and providing truly actionable insights which allows a deeper understand of what’s working and what’s not working when it comes to our talent strategy.

Disruption is now the new normal. Cutting edge HR Managers utilize data-driven techniques like; capability analytics, competency acquisition analytics, capacity analytics, employee churn analytics, corporate culture analytics, recruitment channel analytics, leadership analytics and employee performance analytics.

I often say that managing the talent pipeline in the Philippines right now is one of the hardest jobs of the planet.

In fact, the pressure to deliver results has never been greater as HR managers are increasingly required to demonstrate the return on investment their efforts are contributing to the company’s bottom line.

HR Managers that get this, use analytics to not just succeed in these disruptive times, they thrive. They have figured out how to blend the science that is big data analytics with the art of taking care of people. For the BPO industry to continue enjoying prosperity, HR Managers need to become HR Analytics Managers.

DMAIPH is a leading expert in empowering HR & Recruitment teams with analytics techniques to optimize their talent acquisition and management processes. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to learn how to get more analytics in your HR & Recruitment process so you can rise to the top in the ever quickening demand for top talent.

An HR All-Star Team for the Decades: 2017 HR Congress Aug 16-17, SMX MOA

Some pictures do not require many words… I think this one speaks for itself.

ariva_Hr_2017

There are many HR events in August, but this is the only one you will find so many top though leaders. It is an honor to be among them.

Help Me Pick an HR Analytics Topic…

I need your help. I am submitting a proposal to speak at an upcoming HR event being put on by my good friends at Ariva and need help determining which one sounds like the most interesting topic.

Option 1: Insightful HR: Integrating Quality Data towards Better Decisions

Most HR teams are surrounded by an almost limitless wealth of information locked inside business data. However, very few HR teams are consistently able to identify the right data at the right time and even fewer are able to integrate high quality data into the strategic decision-making process. The keys to data-driven decision-making are finding the right balance of analytics Talent, Technique and Technology. I will share a few of tips on how to align the 3 T’s in your business so that HR is able to empower data-driven decision making across the organization. For most HR teams, having good data is the easy part, distilling actionable insights is what makes all the difference

Learning Session Outline:

Learn how to Identify the right data
Discuss how to Inventory the data to gain actionable insights
Discover how to Integrate the data insights into HR decision-making
Unlock the analytics Talent needed for cutting edge HR Analytics
Reveal key analytics Techniques to analyze the data
Master the appropriate analytics Technology to optimize HR decision-making

Option 2: Driving Workforce Performance using Balanced Score Card Metrics and Analytics

Balanced Score Cards have been around since the 1990’s. HR teams across the globe have spent millions in trying to perfect ways to positively drive workforce performance based on metrics. So why is this still a topic of interest? Well, in most cases, it is because score cards and the metrics they report keep pointing us problems that are just not going away. Rising attrition, rampant job-hopping, and lower productivity are challenges we are all dealing with. In many cases, though the problem is not what we are reporting with our scorecards but the data we are populating them. As a whole, we are relying on metrics of the past to describe to us how we got here. What we need though is metrics of the future that accurately predict where we are going. I will share with you several of the metrics of the future I use for workforce reporting in my business and how we employ Predictive HR Analytics to optimize our scorecards.

Learning Session Outline:

Discuss HR Metrics of the Past
Learn about HR Metrics of the Future
Discover how to use HR Predictive Analytics
Design a Data-Driven Scorecard Template

Option 3: Strategic Problem-solving for Better Decision-making: Analytical and Critical Thinking in Motion

One of the biggest strategic challenges facing HR teams is transforming Big Data into actionable insights. The speed in which decision-makers need to act can often preclude the deep understanding of what value actual lies in the data. This causes misguided strategic planning and under informed decision-making across an organization. The best strategic solutions to quicker and more accurate decisions are found in a well rounded HR analytics approach. One that empowers critical thinking not just from the top, but down the ranks. Business Dashboards and Data Storytelling are two tools that should be used to quickly enable quick decisions in real time. I will show you how HR teams are able to keep one eye on strategic problem-solving while still taking care of daily challenges as they pop up.

Learning Session Outline:

Discuss the challenges of HR Big Data
Share HR Strategic Planning best practices
Learn how to get Real Time HR Data
Design HR Tactical Implementations using Analytics
Align HR with Organization-wide Problem-Solving and Decision-Making

Let me know what you think asap!

Thanks!

HR & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. You really have to Think Through The Box to come up with winning solutions to effectively attract, retain and manage talent in the Philippines today. DMAIPH is a leading expert in empowering HR & Recruitment teams with analytics techniques to optimize their talent acquisition and management processes. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to learn how to get more analytics in your HR & Recruitment process so you can rise to the top in the ever quickening demand for top talent.

3 Key Tools Needed for HR Analytics: R, SPSS & Tableau

I get asked a lot about what are the best tools to use for HR Analytics. That is not really an easy question to answer as every company has needs a little different then every other company.

That said, the two most common in my experience with HR in the Philippines are R (including RStudio) and SPSS.

R is great for statistical analysis and visualization which is very suited to explore huge data sets.

It enables you to analyze and clean data sets with millions of rows of data. In addition, it lets you to visualize your data and analysis, like what you see below.

RStudio is an open source and enterprise-ready professional software package for R.

It basically does everything that R does, but has a friendlier user interface. The interface contains a code editor, the R console, an easily accessible workspace, and history and room for plots and files. You can take a look at an example of this below.

SPSS is one of the most commonly used HR analytics tools in social sciences. Thanks to its user-friendly interface you’re able to analyze data without having extensive statistical knowledge.

In addition, SPSS is often used within the field of social science. This means that a lot of HR professionals know how to use it, especially the ones with an interest in data.

Additionally, SPSS shares many similarities with Excel which makes it easier to work with.

Tableau is a business intelligence tool that is great at data visualization and business dashboards.

You can also learn to use Tableau to display data you process through SPSS to show results of predictive models.

So for companies looking take the dive into HR Analytics, these tools would give you a good base to inventory and analyze data using R, model it using SPSS and presenting it using Tableau

Analytics in the Philippines – The Philippines is at the center of the action when it comes to solutions to the global need for analytics. Blessed with a solid foundation of young, educated and English speaking workforce, companies around the world are look for Filipino analytics talent to fill analytics positions. DMAIPH was set up to facilitate these solutions and bring the talent and the business together. And that is exactly why I wrote Putting Your Data to Work, the first analytics guidebook designed specifically for the Philippines. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly so we can help you take advantage of this unique global opportunity.

Analytics for HR Managers (2 Day Training)

Deploy Big Data Analytics Solutions to Align HR with Organizational Business Strategy

Learning Session Description

Successful HR Managers are strategic planners and take decisions which are apt and considering all the facts. They also have a knack for metrics as these are essential in improvising various process in the organization and make data-driven decisions for the benefit of the organization.

Learning Session Outline

In the past few years, we have seen the importance of big data, analytics and data science grow at a dizzying pace. By using meaningful HR Analytics techniques, your recruitment and retention efforts can be greatly enhanced.

A recent Facebook job posting for HR Manager described the importance of Analytics for HR Managers. “We are looking for a visionary who gets excited about using data insights to drive HR related business decisions at all levels. The right candidate thrives on HR data, overseeing dynamic reporting and implementing actionable analysis within both HR and across the organization.”

New techniques like predictive analytics and data storytelling as well as new technologies like social networks, applicant tracking systems and business intelligence applications are fundamentally changing the entire talent management process from recruitment to retirement.

The pressure on HR Managers to deliver results has never been greater as they are required to demonstrate the return on investment being made into HR functions.

Building analytics centric teams and using techniques taught in this training session will empower more data-driven decision making across your HR organization from the top down.

Learning Session Objectives

To learn analytics techniques that will allow quicker, deeper and more impactful analysis of HR & Recruitment Big Data.
To be exposed to cutting edge technology being used in other companies to build HR & Recruitment business dashboards and design more powerful reports.
To assess the current state of analytics in your HR & Recruitment process and build a strategy to empower the greater use of HR analytics in your organization.
Understand the implications of Artificial Intelligence and Machine Learning in regards to HR functions.

Who Should Attend

This session is suitable to a wide range of professionals but will greatly benefit:

HR Managers and Recruitment Managers
Business Analysts working with HR and Recruitment teams
Senior Leaders who work closely with HR and Recruitment

Learning Session Process

Based on a Set of Key Data Science and Analytics Competencies developed by the Asia Pacific Economic Cooperation (APEC), our learning sessions are designed for HR Managers to use both in the Philippines and across the region.

Session One – HR Domain Knowledge & Application: Apply HR domain-related knowledge and insights to effectively contextualize data, achieved by practical experience and exposure to emerging innovations.

The Complexity of Multigenerational Workforces
Aligning the Brand between HR & Recruitment and Marketing
State of Data Science and Analytics in the Philippines

Session Two – Data Management & Governance: Understand data management strategies and governance, incorporating privacy, data security, polices and regulations, and ethical considerations.

The 5 V’s of Big Data
The 3 Tenants of Data Governance
Following Data Privacy and Security Laws

Session Three – Data Analytics Methods & Algorithms: Appreciate the processes used to capture, clean and inspect data for HR & Recruitment. Evaluate and implement data analytics initiatives to derive insights for decision making.

Finding the Right Data at the Right Time
Data Warehouses and Data Lakes
Blending Data from Across the Organization

Session Four – Data Science Engineering Principles for HR: Use analytics software to share findings and tell data stories. Develop analytic processes to improve HR operations.

Getting IT: the 3’s I and the 3 T’s of Data
Data Science 101: How to Build a Data Science Team
Data Storytelling Case Study: The Best NBA Team of All Time

Session Five: Computing Principles for HR: Appreciate information technology, computational thinking and utilize programming languages to design and develop data analysis processes and techniques.

Optimizing the use of MS Excel for HR and Recruitment
Defining KPIs Case Study: Google Project Oxygen
Working with the IT Team: Buy them Doughnuts

Session Six – Statistical Techniques for HR Data Analytics: Direct the application of statistical concepts and methodologies for data analysis including predictive HR analytics.

Predictive Analytics Case Study: HP’s Flight Risk Model
Tying Management Reporting to HR Analytics Models
Group Exercise: Build a Flight Risk Model

Session Seven – Operational Analytics: Use data analytics and specialized business intelligence techniques for the investigation of all relevant HR data to derive insight in support of decision-making.

Competitor Landscapes and Demographic Profiles
Overview of Business Intelligence Tools
BI Tools Demo: Tableau Public

Session Eight – Data Visualization & Presentation: Ability to create and communicate compelling and actionable insights from data using visualization and presentation tools and technologies. Build a HR Business Dashboard prototype.

Data Visualization Guidelines
Group Exercise: Build a Business Dashboard Prototype
The Concept of Enchantment

Case Studies and Exercises

We will use case studies and group exercises throughout the two-day class. In these activities, the group is divided into teams. Each team will analyze datasets using the principals learned in the various learning sessions. These exercises will also use elements from the case studies as we progress from finding data, to conducting analysis on the data and finally presenting the data.

Augment BPO

The Augment BPO Data Science and Analytics Advocacy Project (Augment BPO) is empowering BPO Companies, Executives, and Workers in the Philippines to prepare for and address the clear and present danger posed by Artificial Intelligence Chatbots (AI Chatbots) to BPO revenue growth and jobs through Data Science and Analytics strategy planning, awareness building and upskill training.

DMAIPH Analytics Training

DMAIPH offers a wide range of analytics centric training solutions for professionals and students via public, in-house, on-site, and academic settings. We tailor each training event to meet the unique needs of the audience. If you need empowerment and skills enhancement to optimize the use of analytics in your organization, we are here to help. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to set up a free consultation to learn which of our DMAIPH analytics training solutions is best for you.

Data Analytics or HR Analytics? Which Should I Attend?

Here at DMAIPH we offer a variety of analytics training solutions to organizations here in the Philippines.

Our two most popular offerings are Data Analytics and HR/Recruitment Analytics.

We get asked a lot, what is the difference.

Well, in general the Data Analytics classes like our Big Data Analytics & Business Intelligence training this coming May 18, are designed for a general audience.

HR/Recruitment Analytics classes like the upcoming HR Big Data & Recruitment Analytics training on March 14 in Ortigas, is designed for a much more specific audience of HR and Recruitment professionals.

Data Analytics attendees come from a wide range of companies and have perform a variety of job functions. The one thing they all have in common is that they are looking for data analytics techniques and technologies to help them get a handle on all the Big Data they have to work with everyday.

HR/Recruitment Analytics attendees are all working as part of Talent Management teams in HR, Recruitment, Training, Operations and other parts of an organization that primarily handle people data. So case studies, exercises and the lesson plan itself are all focused on how to use the people data in the business to enhance and empower people centric decision-making.

HR and Recruitment professionals can benefit a lot from attending the Data Analytics trainings and we generally have a few do just that. However, for a more focused approach to getting a handle on people data, the ones who attend the HR/Recruitment Analytics trainings will probably get a little more practical application to use when they return to the office.

Target Attendees for Data Analytics:

Data and Business Analysts
Managers and Supervisors of Analysts
Professional Staff who create reports and manage data
Decision-Makers who need more analytics

Target Attendees for HR/Recruitment Analytics:

HR and Recruitment Analysts
HR and Recruitment Managers and Supervisors
HR and Recruitment staff who work with a lot of people data
Data and Business Analysts who work closely with people data

Hope that helps you decide which one to attend.

Analytics Training – DMAIPH offers a wide range of analytics centric training solutions for professionals and students via public, in-house, on-site, and academic settings. We tailor each training event to meet the unique needs of the audience. If you need empowerment and skills enhancement to optimize the use of analytics in your organization, we are here to help. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to set up a free consultation to learn which of our DMAIPH analytics training solutions is best for you.

HR & Recruitment Analytics: 3 Reasons You Need More (Mar 28 – Ortigas)

On March 14, 2017 in Ortigas, I will be conducting a learning session on HR and recruitment analytics entitled HR Big Data & Recruitment Analytics.

Click here for more details and instructions on how to register >>>

The 3 top reasons for anyone working in human resources and/or recruitment to attend are:

To learn analytics techniques that will allow quicker, deeper and more impactful analysis of HR Big Data & Recruitment Analytics.
To be exposed to cutting edge technology being used to build predictive HR models for all aspects of talent management from recruitment to training to retention.
To assess the current state of analytics in your business and build a strategy to empower the greater use of both descriptive and predictive analytics in your organization’s decision-making processes.

HR Big Data & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. You really have to Think Through The Box to come up with winning solutions to effectively attract, retain and manage talent in the Philippines today.

HR & Recruitment Analytics: Win The Talent War (Mar 28 in Ortigas)

Updated 11/19/16

It’s pretty clear to anyone who is paying attention that the current talent acquisition challenges facing BPO’s in the Philippines is getting worse at an alarming pace.

This trend is echoed across the planet as we have had a global failure in approaches to preparing the youth for the careers we need them to fill. There are several initiative underway in the Philippines to address this, but at this point its just a drop in the bucket when you look at the projections for talent with analytics skills, management potential and a strong work ethic.

Check out our next training on March 14 in Ortigas. Here is the link >>>

I recently came across this post on LinkedIn that outlined 5 things that we need to work together to do to make sure the generation hitting the workforce now and especially the generation now in school, ready for prime time.

The talent shortage is particularly serious at the middle-management level as companies dither over how to develop high-potential entry-level employees into more senior roles within their organisations.

Solving it requires planning for the long-term and building a talent investment strategy into the corporate culture, which suggests that solving the talent shortage calls for new thinking, new approaches, and collaboration on an industry-wide scale.

Relying on the traditional education path – universities – to fill the talent needs won’t work because that will take years. We a faster solution – one that combines a multi-pronged approach, and one that is collaborative across all players in the business.

The article concludes with five ways of helping to solve the talent crisis threatening companies small and large all across the globe.

Industry collaboration: Industry leaders joining forces to work with universities, colleges and trade associations to develop specific education programs to fill the expected openings.
Expanded in-house and external education options: A growing number of firms are developing their own education programs making full use of senior existing internal expertise.
Job rotation programs: A ‘talent exchange’ rotation to promote cross-functional development, which would also keep employee interest.
Formalised knowledge transfer: Capturing people’s knowledge before it “literally walks out of the door” into retirement.
Becoming an employer of choice: Taking steps to ensure that the company is an attractive place to work by providing competitive salaries linked to a valued career path.

DMAIPH can help you by consulting with your management team on how to get ahead of the curve, by providing training to your team on how to optimize your talent acquisition an retention programs and/or by providing you with talent to fill your open positions.

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