Effective Solutions Through Partnership

Category Archives: Hiring

KAI Partners is Hiring!

Agile, Business Analysis, Certified ScrumMaster (CSM), Hiring, Human Resources, Information Security, Information Technology, KAI Partners, Onboarding, Organizational Change Management (OCM), Sacramento, Scrum, Technology, Training

KAI Partners is excited to hire for a number of positions in the Sacramento area! Interested in joining our team? Take a look at the following positions for which we are currently hiring!

Financial Analyst

The Financial Analyst should have a strong understanding of the California state budget, as well as experience analyzing California’s fiscal policy. Financial Analyst responsibilities could include, but are not limited to, the following:

  • Prepare, review and distribute regular financial reports for oversight agencies and other stakeholders;
  • Provide financial analysis for project planning efforts; and
  • Track overall budgets and expenditures across multiple projects.

Click here apply for the Financial Analyst position.

Information Security Specialist

With a Bachelor’s Degree in IT/MIS, IT Security or Engineering related field and CISA and/or CISSP certification, the Information Security Specialist will provide services including, but not limited to, the following:

  • Assessing the privacy, confidentiality and security needs;
  • Developing a high-level Security Plan;
  • Conducting a wireless security assessment and threat assessment; and
  • Reviewing and analyzing current audit findings and incorporating the results into a target plan and roadmap.

Click here apply for the Information Security Specialist position.

Technical Lead

The Technical Lead must have a Bachelor’s degree in IT/MIS, IT Security or Engineering, or a related field. In addition to other requirements, this role requires three years’ experience in reviewing and developing security policy and implementation plans, three years’ experience in analysis and documentation of IT security findings, and experience and knowledge with State and Federal laws related to data privacy.

Click here to apply for the Technical Lead role.

But wait, there’s more!

Here are some other Sacramento-area positions for KAI Partners is currently hiring:

We look forward to receiving your application today! Any questions about the above positions? Email recruitment@kaipartners.com.

KAI Partners is Hiring!

Agile, Business Analysis, Certified Scrum Product Owner (CSPO), Certified ScrumMaster (CSM), Communications, Corporate Training, Hiring, Human Resources, Information Technology, IT Modernization, KAI Partners, KAIP Academy, Managed IT Services, Onboarding, Organizational Change Management (OCM), Project Management, Sacramento, Small Business, Systems Development Life Cycle (SDLC), Technology

KAI Partners is excited to be expanding its team once again! Interested in joining our growing company, including positions within our training and managed IT services divisions? Take a look at the following positions for which we are currently hiring!

Business Solutions Analyst

The Business Solutions Analyst performs business systems analysis and is responsible for work that involves applying analytical processes to the planning, design, and implementation of new and improved business information systems and business processes to meet the business requirements of customer organizations.

Click here for more information or to apply for the Business Solutions Analyst role.

Certified Business Analysis Professional

KAI Partners’ training division, the KAIP Academy, is seeking a Certified Business Analysis Professional (CBAP) in Sacramento. The CBAP will be expected to deliver the following trainings:

  • ECBA – Level 1
  • CCBA – Level 2
  • CBAP – Level 3

Click here for more information or to apply for the CBAP role.

Software Developer Erlang and Elixir

The Sacramento-based software developer is experienced, motivated, enthusiastic, and flexible. The ideal candidate should have three or more years’ experience, working knowledge, and interest in Elixir and Erlang.

Click here for more information or to apply for the Software Developer role.

System Engineer

Our Managed IT Services department is looking for a Sacramento-based System Engineer with 6-10 years of relevant experience. The System Engineer is responsible for resolving Information Technology (IT) issues for our clients.

Click here for more information or to apply for the System Engineer role.

But wait, there’s more!

Here are some other positions for which we are currently hiring:

We look forward to receiving your application today! Any questions about the above positions? Email recruitment@kaipartners.com.

How the Certified ScrumMaster® Course Can Help You Increase Your Opportunities

Agile, Certified ScrumMaster (CSM), Corporate Training, Hiring, KAIP Academy, Learning, Project Management, Sacramento, Scrum, Training, Workforce Development

By Spencer Sheff, CSM

As a college student, the question, “What are you going to do when you graduate?” always seems to pop up. I tend to answer these questions with a variety of things that sound like something a student with a clear plan and plenty of opportunity would say, but what I always want to respond and what I always have in the back of my head is the question, “What can I do?”.

The number one problem I’ve run into throughout my college career is trying to find something I’m qualified to do by the time I graduate. In short, that search is HARD. I’m dual majoring in economics and applied math yet I find myself looking at job listings and feeling like I have no way to get my foot in the door despite my college education. As my research into the future goes, on I’m learning that as important as a college degree is, what’s more important is how I’ve proved I can apply that degree.

Before starting my internship with KAI Partners, I had no idea what agile methodology, Scrum, or even a ScrumMaster® was (funny now considering I am one). Throughout my first month here I’ve been introduced to agile methodology and I’m learning just how much opportunity there is in the workforce for people with knowledge on how to use agile methodology to run a project. PERFECT, this is the kind of information I’ve been looking for. Also, perfect for me is the fact that the KAIP Academy offers a class to earn the professional certification of Certified ScrumMaster® (CSM), and I was fortunate enough to be able to take the course recently.

The main reason I took the course was to be able to put a professional certification on my resume. Beyond just being able to put CSM on my resume, I took the course to learn more about project management and the different ways to lead people and organize/assign work to reach a common goal.  The course is only two days long but it’s absolutely packed with useful information.

Over the course of two days my class of nine dove into Scrum and how to be an effective ScrumMaster® on a project. Our instructor, Certified Scrum Trainer Bernie Maloney, taught us by leading the class through our own project of building a LEGO city. The most interesting and informative part of the class was realizing just how effective self-organizing autonomous teams can be rather than having rigidly structured teams with specifically delegated work. By using Scrum methodology, he took our team from building a meek excuse for a city in ten minutes to building a Lego metropolis complete with a farm, pool, and even public art.

The biggest takeaway I received from this class was more than just a certification. I learned a unique way to organize work that can be applied to all facets of life from completing chores at home to tackling large and complex IT Projects. I specifically am going to try to introduce some of the things I learned in my everyday work as an intern. I considered myself fairly organized before, but now I can get my work done like clockwork using things like Kanban Boards and effective estimation tools that I learned from taking the class.

After taking the CSM class I can confidently say I’ve learned skills that are going to help carry me throughout my professional career. The skills I now have put me a step ahead of other students my age and will make starting my career that much easier when it comes time to go on the job hunt.

Interested in taking our Certified ScrumMaster®Certified Scrum Product Owner®, or Agile Jumpstart courses? Visit our Eventbrite page to see our full schedule of upcoming courses!

About the Author: Spencer Sheff is an Intern for KAI Partners. He is a rising junior at Claremont McKenna College dual majoring in Applied Math and Economics. Spencer is also the captain of Claremont McKenna’s football team. In his spare time, he likes to play video games, lift weights, and go camping.

Why Workforce Development is Everybody’s Business

Government, Hiring, Learning, Organizational Change Management (OCM), Sacramento, Small Business, Startup Company, Technology, Training, Workforce Development

By Stephen Alfano

Scan the U.S. economic forecast newsfeeds today and you’ll find nearly all of them contain or point to a reference about the status of the available workforce.

The reason for this attention is quite clear: Research continues to show the country in the middle of an employment crisis with rapidly declining rolls, due in large part to an aging population (10,000 retirees a day), coupled with the widening knowledge-base and skills gap among entry-level and mid-career candidates looking to be the backfill.

Of course, the employment crisis isn’t just a U.S. issue. Large and small employers, and national and local politicians the world over are involved in the response—especially where economic empowerment in the form of access to good paying jobs and career advancing training comes into play. In other words, workforce development is everyone’s business.

Originally designed to address the needs of personnel rather than businesses, workforce development has evolved to become an all-encompassing economic growth catchphrase used to describe multifaceted, multiphasic initiatives that attempt to knock down a wide array of employment barriers and achieve overall labor goals of a region.

Today, when business leaders and politicians talk about workforce development, they do so in terms of socio-economic reforms in education, urban planning, tax policy, and social services (to name a few of the areas affected).

Regardless of the size of their payroll or party affiliation, these community stalwarts are undeniably talking about jobs. They are talking about good paying jobs, jobs that require skills in high demand. The kind of jobs that attract—and keep—employees rooted in the region. And there’s the rub—as the Harvard Business Review (HBR) points out in a recently published article.

With insight (data analysis) pulled from requirements from job listings posted since 2008, the HBR identifies the growing skills gap found in U.S. labor pool since the “Great Recession.” In case you don’t have spare time to read the whole article, here’s an abridged version to help point out why (and where) workforce development is needed:

“[Recent research has established] a new fact: the skill requirements of job ads increased in metro areas that suffered larger employment shocks in the Great Recession … the companies that reacted to the recession by looking for more skilled workers were still pursuing that strategy five years later.”

“[Specifically, job ads in] hard-hit metro area are about 5 percentage points (16%) more likely to contain education and experience requirements and about 2–3 percentage points (8‒12%) more likely to include requirements for analytical and computer skills … [and nearly all] education, experience, analytical aptitude, and computer skills — have been found to complement new technologies … [identified in the job postings] analytical requirements by the presence of keywords like “research,” “decision,” and “solving.”

“… [it was found] that businesses more severely affected by the Great Recession were more likely to invest in new technology, and while this technology may have helped replace some forms of routine jobs, it apparently increased the demand for greater worker skills for other routine jobs.”

The Sacramento metro region was one of the areas hardest hit by the “Great Recession.” (When the “housing bubble” burst, the economy suffered another big shock with the exit of several large employers.) The resulting devalued homes and downturn in available jobs crippled the Capital Corridor’s economy—it took nearly 10 years for a modest rebound to take place.

As of October 2017, there are relatively few underwater properties left in the area inventory. Unfortunately, there are still hundreds of area residents underemployed and too few big employer prospects in the pipeline. Sounds like the right market conditions for an innovative and inclusive workforce development initiative, specifically one that will:

  1. Ensure business and civic leaders work together regularly to identify and then mitigate skill gaps in the labor pool addressing regional employment challenges through dedicated sponsorship and resource allocations;
  2. Employ empirical data analysis and change management best practices in tandem to inform and guide employers and employees on how to fulfill growing or evolving job requirements in alignment with regional marketplace growth goals and objectives;
  3. Enlist subject matter experts and key stakeholders to create processes and governance and compliance policies and procedures that will facilitate reconfiguring or reconstructing regional human resource management goals and objectives on an ongoing basis; and
  4. Engage and empower instructors and advisors to help train and promote work-ready employees for both short and long-term economic growth objectives that serve vital regional business and public sector needs for better prepared and for higher-qualified candidates.

Who’s with me?

About the Author: Stephen Alfano is an Organizational Change Management Consultant and Communications Expert. He has over 25 years of experience leading and managing internal and external marketing initiatives for both private and public-sector clients. His résumé includes providing both new business and business process improvement services to Apple, American Express, AT&T, California Department of Transportation, Chevron, Entergy, Levi Strauss & Co., Louisiana Office of Tourism, Mattel, Microsoft, Novell, SONY, Sutter Health, and Wells Fargo. Stephen currently works as an Executive Consultant with KAI Partners, Inc., providing change management and communications expertise and support services to California State Departments.

3 Tips for a Successful (and Fun!) Career

Communications, General Life/Work, Hiring, Human Resources

By Sarah Walsh

I’ve only been out of college for 12 years, but I feel like a cat with nine lives with the amount of jobs I’ve held across various sectors and industries. I’ve worked for a major political party, two elected officials, a Native American tribe (where our lunch meetings took place at a casino), the pharmaceutical industry, and, finally, consulting.

What I’ve found along the way is that where you start is not necessarily where you’ll finish. What you think you like and what you actually do like may change over time. Your life, ideas, politics, values, and dreams will change over time. Despite—or because of!—the various roads you take, you will have many opportunities to reinvent yourself.

Today I share three things you can do to ensure continued career progression while allowing for life’s many changes. While these tips are targeted towards those starting out their career, they can also be applied to the more seasoned professionals who perhaps feel stuck in their current state.

  1. Intern!

Not sure what you want to do with your life? Intern.

Know exactly what you want to do with your life? Intern.

The benefits of an internship cannot be overstated. You not only learn more about the field in which you’re interning—which can help you decide whether or not it’s what you actually want to do—you also meet valuable people, whether a mentor, a future job reference, an industry connection, or a friend.

When I graduated college, my major (Political Science) required either a 12-page paper or a three-month-long internship to graduate. As much as I love writing now, writing a required 12 pages wasn’t a passion at age 22, and so I chose the internship route.

This move ultimately put me on a path towards doing what I truly love (writing and editing, creating communications plans and procedures, and hanging out on the Internet)—although of course, I didn’t know that at the time. I thought I’d work in politics forever, and while that goal shifted (I happily no longer work in politics), I still have the skills and inside knowledge my years in politics provided…All because I choose to take an internship.

  1. Build and Foster Relationships

It was only through the relationships and connections I built along the way that enabled me to continue to progress in the political field. Hilariously, in my early years, I ended up following my first internship supervisor in several roles as she vacated them—was it any coincidence that each time she took a new position, she thought of me to replace her?

Mentorships are just as important and being mentored is not something that should only happen at the beginning of your career. As your roles change or you take a job in a different industry, you may find that being mentored is critical to your success. Shelve the idea that age matters and remember learning is continuous, even if that means learning from someone who is younger than you—insight is ageless!

Building relationships/mentorships can be tricky. You need to make sure the relationship is symbiotic, not just something you dip back into when it benefits you. A piece of required reading on this topic comes from a friend of mine, a successful writer. People with whom she had little to no relationship were forever asking to, “Pick her brain.” Eventually, she’d had enough and shared her thoughts on the brain-picking epidemic. Underscoring her blog post is the reminder that professional relationships don’t happen in a vacuum—they are something to be nurtured over time.

  1. Embrace the Change

Some of my career changes were by choice and some were not (dreaded political term limits!) Each change while, on the one hand scary, was also an opportunity to take what I’d learned and shift that knowledge into a new role.

My years of writing political briefings may not have been an obvious transition into more typical communications functions like internal comms, social media management, marketing/PR, etc., but what was obvious was that the raw skills transferred across industries.

While initially there was fear around the unknown—in my case, abandoning one industry for another in which I had little to no knowledge or professional contacts—it was a challenge that ultimately got me here, to a job I enjoy and value. The first step was taking the leap and embracing the initial change—and the discomfort that went along with it.

Another example of embracing change is our own Human Resources Generalist, who recently made a career change, going from Research Analyst to Society for Human Resource Management (SHRM) Certified Professional.

Through her years of research work, she eventually found a new passion in HR—and didn’t even have to give up her beloved research in the process. As she said about the transition, “I still get to do research as part of my work. … While my focus is in the daily tasks surrounding human resource management, this includes a variety of tasks, even research.”

Remember, change is not only ok, it is necessary to keep growing in your career and life! We hope these tips will help in your professional development—whether a reminder to pick up the phone and call text your old boss to catch up, or by deciding to finally pursue a long-held dream.

About the Author: Sarah Walsh has over a decade of communications experience, including public sector roles in the California State Senate and State Assembly, as well as private sector roles for a sovereign Native American tribe and a global pharmaceutical company. In addition to communications work, Sarah and her husband are team captains and fundraisers for the National Multiple Sclerosis Society’s annual Walk MS event. When she’s not writing, editing, or watching The Real Housewives, she loves performing comedy, hanging out with her husband and 6-year-old daughter, and cooking. One day, maybe she’ll figure out what she wants to be when she grows up. Until then, follow her on Twitter @sarahsykeswalsh.

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