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Summary: The Manager II – Vendor Master Data Management (VMDM) & Product Master Data Management (PMDM) will be responsible for overseeing the VMDM/PMDM support team within the VMO while developing & maintaining positive and productive relationships with internal stakeholders and external vendor partners.
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The Sample Management Consultant position will interact with Quality Assurance (QA), Product Quality Lead (PQL), Supply Chain, Logistics, Translational Sciences/Process Development, and Analytical Development Teams.
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Knowledge of relevant global IT risk management frameworks (e.g., NIST, ITIL, ISO, COBIT, SANS) for development, maintenance, and enterprise alignment of the risk framework and taxonomy with enterprise processes, risk frameworks and reporting constructs.
$120,300 - $179,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Employ network security practices and secure coding to safeguard patch management communications. Leverage cloud computing for scalable infrastructure for efficient application management.
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Managing production options and troubleshooting alternative product and timing solutions with Account Management, Sales, Inventory Control, and Design teams. Must have adaptive technical and functional skills - efficient in Adobe Creative Suite and Microsoft D365 suite of programs, including the ERP, Teams and CRM project management tools.
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Specific to CTC/PWC and MCC: training and perform quality assurance duties by reviewing medical documentation utilizing audit tools as outlined by County of San Diego Quality Management. Attend all meetings facilitated by County of San Diego Quality Management team.
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The Scientific Knowledge Engineering team, which sits within the Onyx Product Management organization, is responsible for the data modeling, ontology definition and management, vocabulary mapping, and other key metadata activities that ensure Onyx platforms and data assets speak scientific language.
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The Data Management Specialist will be responsible for managing and optimizing our organizations data infrastructure, ensuring data quality, and implementing data solutions using PySpark, DataBricks, Snowflake, and/or Redshift.
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Interface with management at all levels of seniority to identify trends and drive initiatives related to pricing, inventory management and ad product development. Collaborate with cross functional groups including ad ops, product, ad solutions, sales and finance to identify pricing and revenue opportunities.
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Work with sales, marketing, product management, and customers to research and identify key differences and advantages of the Prisma Cloud Security Posture Management, & Shift-left module against the core competitors.
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The Specialist will assist with import-related documentation, product classification support, PGA applicability, FTA & GSP review, C-TPAT Program administration, and other risk elements such as ADD/CVD applicability.
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Coordinate closely with cross-functional teams including Quality Control, Bioinformatics, Translational, Analytical Development, Supply Chain, Process Development, and Manufacturing to ensure seamless sample management.
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As UVM Operations Supervisor, you will assume a pivotal role in the daily management of your team of five, overseeing Utility Vegetation Management operations. - 3 years of utility vegetation management experience.
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Have experience in identity access management and governance, to include single sign on, identity federation, enterprise directory architecture and design, and resource provisioning; Okta preferred.
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Founded in 1986 as a partnership between Nittoku and Autoneum, UGN is the preferred producer of high quality acoustic, interior trim, and thermal management products, and a recognized leader in customer satisfaction for the Japanese transplant automotive industry in North America.
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product management jobs Title: identity access management Company: Mastercard
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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.
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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.