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The Senior Director of Real-World Evidence Biostatistics plays a pivotal role in leading and overseeing the strategic direction and execution of statistical and real-world evidence initiatives within the organization.
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Fresh PhD with 3+ years experience or MS with 5+ yearsexperience in statistics or biostatistics or related scientific field with clinical trials, drug development, pharmaceutical industry or healthcare experience.
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Head of Biometrics and Data Integrity, as the experienced biostatistician will oversee and guide the statistical work across Curium early and late phase clinical development, HEOR/RWE and medical affairs studies which includes biostatistics and clinical programming work performed by external vendors.
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PhD (6+ years' experience) or MS (8+ years' experience) in statistics or biostatistics or related scientific field with clinical trials, drug development, pharmaceutical industry or healthcare experience.
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Associate Director, Biostatistics page is loaded. Family care services such as adoption and surrogacy reimbursement, fertility/infertility benefits, support for traveling mothers, and child, elder and pet care resources.
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PhD in Statistics or Biostatistics or related field with 8 years of previous analytical experience in clinical trials or clinical research. Masters in Statistics or Biostatistics with 11 years of previous analytical experience in clinical trials or clinical research.
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PhD (8+ years) or MS (10+ years) in statistics or biostatistics or related scientific field with experience in clinical trials in the pharmaceutical or biotechnology industry. The Director, Biostatistics is a member of a cross-functional product development team and contributes to trial design, protocol development, analysis planning, interpretation of results, and preparation of regulatory submissions.
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The Herbert Wertheim School of Public Health and Human Longevity Science (HWSPH ) and the Alzheimer’s Disease Cooperative Study (ADCS ) within the School of Medicine, Department of Neurosciences at UC San Diego have appointed a search for a joint-appointed associate or full professor rank faculty position in HWSPH Biostatistics and Neurosciences, with emphasis on clinical trials design, methodology, and conduct.
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The Research Scientist Supervisor II (RSS II; Epidemiology/Biostatistics) works under the broad administrative direction of the Health Program Manager III of the Substance and Addiction Prevention Branch (SAPB.
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The Biostatistics Center (Center) of the George Washington University Milken Institute School of Public Health (GWSPH) is recruiting three 12-month research faculty positions at the level of Assistant Research Professor of Biostatistics and Bioinformatics and/or Epidemiology to serve as Co-Investigator on existing grants studying diabetes, cancer, and other conditions.
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Masters in Statistics or Biostatistics Plus 8+ years of previous related experience in analytical experience with clinical trials /clinical research. Director, Biostatistics Operations (Scientific Insights & Analytics) - Surgical Structural Heart.
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Providing guidance on process improvement projects within biostatistics and cross-functional areas. Managing and oversee the work of Biostatistics Operations team, including statistical methods and programming.
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Creating, maintaining, and implement improvements, standardizations, and globalizations of Biostatistics processes and procedures, including the development of Biostatistics Standard Operating Procedures (SOPs) and Work Instruction Manuals (WIMs) to ensure compliance, accuracy, efficiency, and optimization.
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Developing and lead in the implementation of broad and more complex biostatistics strategies which may include negotiations with internal and external parties. Providing resource analysis and planning for biostatistics functions.
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Expert understanding of related aspects of biostatistics processes and/or systems. Director, Biostatistics Operations. This is a unique opportunity for an experienced biostatistician/ stat programmer people leader to join the Scientific Insights & Analytics group (Biometrics & Scientific Communications) in the Surgical Structural Heart Valve business unit to support various global medical and clinical activities.
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Title: biostatistics Company: Duke University Biostatistics Bioinformatics
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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?
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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.