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At Trinamix, we pride ourselves on delivering industry vertical/niche-specific SaaS,PaaS,IAS-based solutions that seamlessly integrate with Oracle Cloud Applications enterprise footprint.
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The Senior Manager, Operational Resilience role is being created to support the advancement of risk management practices related to operational resiliency, business continuity, crisis management, and the interconnections to change management and third party risk management in support of regulatory requirements OSFI B10 and OSFI E21 guidelines.
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Hands-on experience with either Azure DevOps or GitHub Actions pipelines. Must have hands-on experience with Terraform, experience with Terragrunt is a plus. Hands-on experience with Kubernetes is a plus.
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Hands-on experience with Apache Spark and Scala for large-scale data processing and analytics. Proven experience as a Big Data Engineer or similar role with a focus on Java development, Spark with Scala, and microservices architecture.
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UI design skill and hands-on experience in designing and developing entities in PowerApps. Confidence and ability to work independently on projects end-to-end, primarily those with medium-term issues (monthly to quarterly.
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Hands on experience with Microsoft Flow to develop complex automated workflows,Microsoft PowerApps and PowerApps components, Microsoft Graph and Graph based services such as Delve. Hands on experience with Microsoft PowerApps and PowerApps components.
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We’re seeking not just a strategist but a hands-on achiever who thrives on crafting something from the ground up. Exceptional analytical thinking and problem-solving skills, coupled with the ability to swiftly toggle between strategic oversight and hands-on execution.
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An in depth understanding of Spring Boot, Microservices and Cloud solutions (AWS, Azure and/or Google Cloud Platform) and experienced in integrating into traditional hosting/delivery models.
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Sound understanding of enterprise risk management concepts and knowledgeable of specific risk areas such as financial and non-financial risk, IT risk, third party risk, and project risk.
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This position is accountable for all production operations and associated activities for Kanata Electronic Services business, including production project management, qualification, testing, planning, logistics, standardized processes, materials management, maintenance, HSE implementation, as well as external fabrication and other third party operations.
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Asahi Group Holdings (our global parent company) is the third largest beer company in the world based on market capitalisation. Provide accurate guidance to local commercial and finance teams on order statuses and month-end close.
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Proficiency in Adobe Creative Cloud programs (Photoshop, Premiere, and Illustrator) is a plus. Liaise with regulatory and legal teams on content approvals prior to the posting date, communicating edits/changes as required.
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The candidate will have experience with both application and infrastructure components required to maintain a hybrid on-prem and cloud infrastructure, and a proven track record of keeping security top of mind.
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Proven ability to stay current on industry trends, emerging technologies, and “next practices” in talent intelligence, people analytics and HR digitization. This role will proactively lead the development, the implementation and the maintenance of innovative, strategic people analytics, based on modern tools, to enable organizational decisions regarding talent, compensation, diversity, organizational design, development, and workforce planning.
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Position Summary: The Manager, Information Technology oversees the daily operations of the Client's IT team, including third-party vendors, projects, risk management, digital transformation, and acts as a liaison between staff, vendors, and members.
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hands on oracle cloud third party jobs Title: sr manager in Toronto, On, Canada
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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.
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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.
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.