Junior Business Analyst Intern at O'Neal Steel Birmingham, AL

Junior Business Analyst Intern job at O'Neal Steel. Birmingham, AL. O'Neal Steel is looking for a Junior Business Analyst Intern for the Summer 2024 semester at our Corporate office in Birmingham, AL.

As our Information Technology (IT) Intern, you will work on various projects relating to our ERP implementation project in the role of a Junior Business Analyst. Every day, you will work with various members of the IT team to complete tasks that will help you progress on your summer projects that will be assigned to you.

You'll also get to visit our warehouse to see some of the machinery in action; this will help you understand the business better and bring the words on paper to real life.

You should have a basic understanding of various sales and marketing software such as CRM (Dynamics preferred) and ERP (JD Edwards preferred), Microsoft Office (Excel, Word, & PowerPoint), Microsoft Teams, Microsoft Visio (or equivalent) for business process documentation, and the order to cash business process.

You must have strong time management skills, the ability to work within a professional environment, a deep sense of curiosity to drive continuous learning, and a desire to produce actual results as this is not a job shadow opportunity.

O'Neal Steel has been a leader in the steel distribution business for 103 years, yet we have continued to bring the steel industry into the 21st century with innovations in technology and automation. When you think of the steel industry, you may think of an outdated, stale environment, but O'Neal Steel brings growth, progress, and change while standing on our legacy and history.

Come join us this summer and see where you could make an impact!

Candidates should be pursuing a degree in IT, MIS, or related fields.

• Upon offer of employment, candidates must pass a criminal background check and drug test (excludes THC).

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)