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As a Digital Asset Management Specialist, you will be responsible for assisting the Digital Product Data Manager in maintaining day to day operations of the Digital Asset Manager (DAM) system.
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The ideal candidate will have in-depth experience in cell therapy, with specialized expertise in CAR-T therapy, solid tumors, leading a data management function, and expertise using Medidata Rave. This role encompasses the management of external Contract Research Organizations (CROs), acting as a Subject Matter Expert (SME) for all data management activities, and ensuring the highest data quality and integrity across the clinical operations organization.
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Experience reference data management and middle office operations for financial service industry preferably asset management. Strong data domain expertise in the finance industry especially asset management.
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The Data Governance and Data Quality Analyst will specialize in serving EY clients in the areas of Data Strategy, Data Governance, Data Quality, Data Definition and Usage, and Data Management.
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The Asset Manager will play a critical and central role in supporting the smooth operation of the investment performance for the US Residential Mortgage Credit, Special Situations and Insurance Solutions Desks with respect to our Alternatives Portfolio Management.
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Manage the material release schedule and delivery with Purchasing Agent and Project Controls Manager/Project Manager/Supervisor. Applicants should have the ability to: Confer with Project Controls Manager and Assistant Project Manager to establish and maintain documentation tracking and reporting procedures on projects.
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The Data Manager/Data Scientist will work closely in collaboration with wastewater analysis laboratories on data and data systems including potentially with Laboratory Information Management Systems (LIMS), as well as data submitted from wastewater utilities.
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Leading the configuration of OneStream including but not limited to : Workflows, Data Sources, Transformation Rules, Business Rules and Calculations, Dashboards, Data Management Sequences, Cube / Master Data, System Security.
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The Sponsor seeks assistance with performing technical project management that spans technical data analysis, information technology security research, data integration, software evaluation, and graphical visualization disciplines for multiple projects using the Sponsor’s enterprise IT systems.
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The Data Manager III will provide data management support for new and ongoing HIV and other emerging infectious disease studies conducted by MHRP, EIDB, and affiliated programs, involving clinical observational research, laboratory research, clinical trials, and other research studies.
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The Clinical Data Manager will be responsible for daily data management tasks for all phases of clinical trials including CRO/vendor oversight and support other functional areas such as clinical operations, statistical programming, and biostatistics.
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Design, implement, and manage identity and access management solutions using industry-leading solutions like AWS IAM, IBM Security Identity Manager, SailPoint, and Ping Identity to ensure the security and integrity of our systems and data.
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Skills Needed: Blend Between Technology Consulting & Engagement Management Within Data Solutions Ideally someone who comes from consulting background, no specific industry needed Someone not far removed from Modernized Data Environments & Tech This person is Not an Architect, Engineer or Delivery Manager, but most likely used to be pre leadership Not looking for an Account Manager, Business Development Director or Project Manager 15+ Years Of Exp Min.
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Proficiency in database management, including data cleansing, data governance, and data quality assurance. Supports the sourcing, analysis, integration, and management of North America sales data.
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Assisting the Head of Sustainability and ESG Task Force to execute against the Sustainability strategy with data gathering/analysis & PMO (project management) support o Gather, format, and model global data to support regulatory requirements (e.g., Scope 3 data from various LivaNova systems / stakeholders and formatted per EPA assumptions.
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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?!
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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.
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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.