Qualfon

Billing Specialist

• Issue and post bills, receipts and invoices
• Provide solutions to any relative problems with clients
• Create thorough reconciliation invoices on billing activity with clear and reliable data
• Reconcile the purchase of materials for each project
• Review billing documents, create monthly invoices and distribute according to the client's requirements
• Create postal advance invoices
• Manage the status of postage balances to ensure sufficient funds remain on hand for shipments
• Data entry of freight and postal shipments
• Manage the work in process reports to ensure all billable items are captured
• Manage the completion of projects

Business Development Rep

• Sell outsourced Sales, Data, and Lead Performance solutions to C-Suite decision makers across key industry verticals.
• Drive complex and consultative sales involving multiple product groups and divisions.
• Successfully navigate politics within organizations (external and internal).
• Drive all business development activities including: opportunistic strategies, lead generation via aggressive client-base prospecting, opportunity qualification, needs assessments, deal management, competitive positioning, product demonstrations, proposal preparation and delivery, and contract development.
• Identify, organize and focus the resources required to close deals.
• Provide post-proposal issues resolution.
• Typical points of contact are CMO,CRO, SVP of Sales, and SVP of Marketing.

Vice President, Business Development – Performance Solutions

Recruitment

• Partner with senior leadership and hiring managers to develop comprehensive recruitment strategies for both external hiring and internal mobility programs, ensuring alignment with business objectives and workforce planning initiatives
• Design and implement global sourcing strategies to attract top-tier talent across diverse markets, leveraging international recruitment channels and best practices
• Build and maintain robust talent pipelines proactively, anticipating future hiring needs and market trends to minimize time-to-fill for critical positions
• Drive employer branding initiatives with a global perspective, positioning the organization as an employer of choice in competitive talent markets
• Manage end-to-end recruitment processes for multiple departments and sites simultaneously, from workforce planning through onboarding
• Conduct sophisticated candidate assessments including competency-based interviews, behavioral assessments, and cultural fit evaluations
• Oversee internal talent mobility programs, partnering with HR Business Partners to identify high-potential employees for advancement opportunities
• Coordinate recruitment activities across different time zones and cultural contexts for global hiring initiatives
• Serve as a trusted advisor to hiring managers and executives on talent acquisition strategy, market intelligence, and recruitment best practices
• Provide data-driven insights and recommendations to inform hiring decisions and optimize recruitment effectiveness
• Facilitate calibration sessions with stakeholders to ensure consistent evaluation standards and decision-making
• Administer and optimize the Applicant Tracking System (ATS), ensuring data integrity, compliance, and workflow efficiency
• Generate and analyze recruitment metrics and KPIs to measure effectiveness, identify improvement opportunities, and inform strategic decisions
• Ensure compliance with local labor laws, company policies, and global recruitment standards across all hiring activities
• Monitor and analyze talent market trends, competitive intelligence, and industry benchmarks to inform recruitment strategies
• Represent the organization at industry events, career fairs, and professional networks to enhance brand visibility and candidate engagement
• Cultivate relationships with external partners, universities, and professional organizations to strengthen talent pipelines

Corporate Talent Acquisition Business Partner II

Administration

• Design, configure, and maintain the LMS structure to align with organizational learning strategies.
• Set up courses, learning paths, curricula, and certifications in a logical, user-friendly format.
• Manage user roles, permissions, and access controls to ensure appropriate system use.
• Oversee onboarding and offboarding processes within the LMS.
• Customize the LMS interface and functionality to meet learner and client needs.
• Generate and analyze reports on training effectiveness, including completion rates, engagement, and learner performance.
• Provide insights to stakeholders to support decision-making and continuous improvement.
• Perform routine system maintenance, updates, and patch management.
• Troubleshoot technical issues such as system errors, bugs, and access problems.
• Collaborate with LMS vendors and IT teams to resolve system-related challenges.
• Integrate LMS with internal systems (HRIS, CRM, etc.) and third-party tools.
• Provide end-user support, including troubleshooting login and navigation issues.
• Develop job aids, guides, and training sessions to improve LMS adoption.

Administrator, Learning Management System

Analyst

• Develop accurate contact volume and staffing forecasts that support operational planning.
• Collaborate with the Workforce Management team to create effective workforce strategies.
• Utilize statistical analysis to inform staffing decisions.
• Translate data into actionable insights for business decision-making.

Analyst I – Workforce Management

• Developing accurate contact volume and staffing forecasts that support operational planning, scheduling, and business decision-making.
• Translating data into actionable workforce strategies.
• Collaborating with the Workforce Management team to optimize processes and improve performance.

Workforce Management Analyst I

• Develop, refine, and maintain short-term (1–14 days), medium-term (weekly/monthly), and long-term (quarterly/annual) volume, workload, and FTE forecasts using historical data, trends, seasonality, and business drivers.
• Perform intraday re-forecasting and provide actionable recommendations to RTAs and Operations for immediate staffing adjustments.
• Analyze and forecast shrinkage factors (attrition, absenteeism, LOA, training, etc.) to ensure forecast vs. actual variance stays within target thresholds.
• Design, build, and continuously optimize agent schedules and skill-based routing plans in WFM systems (e.g., Verint, eWFM, IEX, Genesys).
• Conduct what-if scenario modeling, capacity utilization analysis, and workload calculations to balance coverage, service levels, and cost efficiency.
• Facilitate and lead capacity planning calls with Operations, Recruitment, Training, and client stakeholders.
• Provide data-backed recommendations on headcount requirements, hiring plans, seat capacity, and site maximization.
• Generate advanced interval-level and daily/weekly reports on key WFM KPIs (adherence, service level, occupancy, shrinkage, etc.).
• Perform root-cause variance analysis (plan vs. actual) and present insights/recommendations to Operations and Account Management.
• Partner closely with Real-Time Analysts to ensure seamless handoff between planning and execution; provide guidance on complex intraday issues.
• Support the Workforce Coordinator/Manager in strategic initiatives, risk identification, and client-facing deliverables.

Analyst II, Workforce Management

Insurance

• Support customers via phone and email with new policy quotes and billing inquiries.
• Process endorsements, cancellations, and coverage updates with precision.
• Navigate underwriting questions and help clients understand their protection.
• Ensure all transactions meet industry regulations and internal quality standards.