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Data Management and Query Optimization: Manage and optimize data queries in Snowflake, ensuring data integrity, efficiency, and compliance with data governance standards.
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Design data governance solution frameworks, covering all tenets of Enterprise Data governance, aka Data Catalog, Metadata Management, Lineage Management, Business Glossary, Data Quality Management, Data access and controls, Data Marketplace.
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Enterprise Data Management: Proficiency in data management strategies including data governance, data quality, and master data management. Implement data governance policies and standards to ensure data quality, security, and compliances.
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Lead and guide standard processes around data governance, security, and quality. Data technologies (e.g., Snowflake, Databricks, Palantir) Experience with Azure, Snowflake, and Databricks administration and Data Lakes.
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Knowledge of Dynamics 365 Finance & Operations, Dynamics 365 Customer Engagement, Power Platform, Dataverse, Data Governance & MDM solutions, CDC services, PySpark notebooks, and Infor XA/SAP ERPs.
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Implement ETL design patterns for data warehousing using Kimball methodology and master data management, with expertise in T-SQL scripting, query optimization and data governance.
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PMO lead for onboarding and embedding an ESG Tool, including Carbon Accounting – data sources, aggregation, formatting; process framework and data input controls, change management to embed into ways of workingAssist to design and embed a cost model covering revenue, GP, overhead, fixed costs, and EBITDA to provide multiyear revenue and EBITDA projections to support Sustainability CAPEX/OPEX investments and realize Sustainability Strategy / timely regulatory compliance.
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Comprehensive knowledge of data visualization tools such as Tableau or Power BI.Strong grasp of modern data architecture, data modeling techniques, and best practices for data governance.
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Ensure data governance - security, quality, access and compliance. Commercial cloud (Azure) based data platform that can serve both Care Delivery Organization (CDO) level data warehouse / data mart needs as well as to feed, transform and store clinical and administrative data for the Optum Care Enterprise at a national level.
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Understanding of data management concepts, including data governance, data architecture, metadata management, data quality, data security, and data analytics.
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Strong knowledge of data governance, risk management and information security processes including SOC, CIS, NIST, HIPAA and PCI. Experience designing and implementing highly scalable physical and virtual management systems and controls leveraging products including Citrix DaaS, JAMF Pro, Microsoft Configuration Manager, and Microsoft Intune.
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Understands data governance principles, data privacy regulations (e.g., HIPAA, GDPR, CCPA), and best practices for ensuring data security and compliance. Builds and manages data warehouses using technologies like Amazon Redshift, Google BigQuery, or Snowflake.
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The SAP Master Data Governance consultant’s responsibilities include helping customers with master data strategy definition, architecting the requirement, data modelling, project implementation, configuration, development, maintenance, and guidance on Best Practices for SAP MDG solutions.
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What you’ll be doing:As a senior business solution architect (BSA) for master data management (MDM) & data quality management (DQM) focused on end-to-end engineering & manufacturing (Engg. & Mfg.) and product lifecycle management (PLM) processes, you will play a critical role in enabling data architecture and governance to help drive standardized and sustainable enterprise data footprint.
$148,000 - $230,000 a yearFull-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Externally, sustainability financial and performance data at the Mars Inc. level, inclusive of MW content, will be required to meet extensive regulatory reporting requirements and for voluntary disclosures in multiple major markets– with a particular focus on climate.
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
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.