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Technical Skills: Oracle EBS (General Ledger, Fixed Assets, SLA) Hyperion Essbase and Planning Peoplesoft Kronos. Develop roadmaps for HR and Finance systems, considering Oracle EBS, Hyperion, Peoplesoft, and Kronos.
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Perform as an Oracle EBS Procure to Pay (P2P) functional analyst responsible for analysis, solutioning, testing, and production support of an Oracle EBS program. + Experience with maintenance support of Oracle EBS R12 Federal Financials, including Procure to Pay (P2P), Budget to Report (B2R), Contract Lifecycle Management (CLM), Acquire to Retire (A2R), and Order to Cash (O2C.
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The HRMS Applications Senior/Lead Specialist reports to the Supervisor of HR-LMS Applications and is responsible for the support, maintenance & development of some of the Oracle HCM Cloud application suite including HCM Core HR, Benefits, Compensation, Absence Management, Talent Management, ORC modules and hands-on exposure to EBS Oracle Time & Labor module.
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7+ years of hands-on experience in building, integrating, or driving enterprise-level data architecture with Oracle data products, including Oracle OCI, Oracle EBS, and Oracle Fusion. Transactional data systems: Oracle ERP and EPM systems, including Oracle EBS and Oracle Fusion, and SAP.
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Perform as an Oracle Financials Functional Analyst responsible for analysis, solution design, testing, and production support of Oracle EBS Financial Modules and Oracle EPM. Oracle EBS modules include General Ledger (GL), Accounts Payable (AP), Accounts Receivable (AR), Cash Management (CM), Projects, Costing, Tax, and Fixed Assets (FA.
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Technical Skills: Highly skilled in Oracle E-Business Suite's APIs, Open Interfaces structure, EBS / VCP data models, building RICEW (Report, Interface, Conversion, Extension, Workflow) or CEMLI (Configuration, Extension, Modification, Localization, and Integration) objects, Forms, Form Personalization, XML Publisher, OA Framework, SQL, PL/SQL (Stored procedures, packages and triggers), Bulk processing, ETL operations, REF cursors, collections, etc.
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Strong Oracle EBS (Financials) R12.2 Developer experience focused on Order to Cash (O2C), Procure to Pay (P2P) workflows. Experience in performing Oracle EBS upgrade and CPU/RUP patching.
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Create suppliers in Oracle EBS for payment processing. Ensure all the spreadsheet uploads post successfully to Oracle EBS. Maintain Oracle EBS and Colleague Datatel Chart of Accounts.
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Provide solution that is based on Reference Digital Integration Layer (Digital Integration Hub) that ties together the Experience Layer, Microservices, Event-based integration, Data management (data streaming), and the system of record applications and data such as Oracle EBS, Oracle Cloud, other ERPs, and other large enterprise applications across the globe.
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Job DescriptionJob DescriptionJob SummaryThe Sr. Financial Systems Analyst is responsible for administering our EBS environment (General Ledger, Fixed Assets, Accounts Payable). The Sr. Financial Systems Analyst will be responsible for owning tools (EBS, GL wand) and the patching, testing, upgrades, and training for those tools.
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Primary Skills : Oracle ERP,SaaS,salesforce,Oracle EBS,Microservices, Java/Spring Boot,kubernetes,Docker Enterprise,DevOps,Azure. Primary Skills : Oracle ERP,SaaS,salesforce,Oracle EBS,Microservices, Java/Spring Boot,kubernetes,Docker Enterprise,DevOps,Azure.
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5+ years of experience in driving and delivering solution architecture for large scale Enterprise Resource planning (ERP) systems like Oracle EBS, NetSuite, SAP, Infor, or others, preferably in manufacturing or finance industries.
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Design data conversion processes, rules to covert data in SAP S4 from SAP ECC, Oracle EBS, PeopleSoft financials for AP, AR. Responsible for the data conversion design in SAP S4 from SAP ECC, Oracle EBS, PeopleSoft financials for AP, AR.
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This position is also responsible for supporting other peripheral applications and interfaces used to supplement Oracle HCM Cloud and Oracle EBS R12 applications. Experience in integration activities with ADP WorkForce Now Payroll, Benefit Vendor Interfaces, EBS Applications is a plus.
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Experience with AWS tools: RDS, DynamoDB, S3, EC2, ECS, EBS, ECR, Lambda, Cloud Watch, Container insight, CF templates. Ferring will be the world-leading, most trusted healthcare company in reproductive medicine and maternal health, and a leader in specialty areas within gastroenterology and urology.
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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?
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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.
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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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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.