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Strategic Leadership : Develop and execute a comprehensive AI/ML strategy that aligns with the company’s overall R&D and business objectives, driving innovation in drug discovery, biomarker development, clinical trial optimization, and other key areas.
$300,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Todos os dias, estamos pensando grande e trabalhando de forma inteligente para resolver alguns dos desafios mais difíceis que impactam o mundo, seja facilitando a água potável para as comunidades, criando cidades resilientes ao clima ou projetando espaços de vida mais confortáveis, nunca nos contentamos com o "bom o suficiente" quando há uma oportunidade de tornar a vida melhor.
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We are looking for a motivated Upstream Process Development Principal Scientist to join the mRNA Drug Substance (DS) team and work on delivering new mRNA vaccine candidates from development to clinical manufacturing stages, a role located in Cambridge, MA USA, and reporting to the RNA DS Platform Development Leader (Belgium based.
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Knowledge of hotel operations, including marketing plans, security and safety programs, personnel and labor relations, preparation of business plans, repairs, maintenance, budget forecasting, quality assurance programs, hospitality law, and long-range planning.
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You are able to assess business needs with respect to analytics, business intelligence, and tooling and effectively prioritize those across the business as we establish our workloads and the priorities of the external development teams that support us.
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The Cigna Group’s Sales and Contracting Development Program (SCDP) is an intensive multi-week (July-September) training program designed for early career hires, focused on developing business acumen, negotiation, and relationship building skills required to quickly onboard and contribute to The Cigna Group’s focus on high quality, affordable healthcare.
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Maintain Quality Management Systems for functional areas including Design Controls, Production and Process Controls, Software Development, Risk Management, Corrective and Preventative Action (CAPA) system and Non-Conforming Material Reports.
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Author, review and strategically impact CMC sections (Pre-IND, IND, BLA, & MAA submissions)Manage upstream and downstream scientistQualifications:M.S or Ph. D. in Pharmaceutical Sciences or a related scientific field w/ ideally 10 or more years of industry experience & prior management experienceExperience working cross functionally with senior leadership (QC, Analytical, Manufacturing, Regulatory, Business Development, etc.
$210,000 - $240,000 a yearExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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5+ years of experience in corporate relations, business development, or enrollment management within higher education. Master's degree in business administration, higher education administration, or a related field.
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He/she must foster productive collaborations within the global Analytical R&D organization and with R&D cross-functional partners such as Pre-Clinical Safety (PCS), Process Chemistry, Process Engineering, Drug Product Development (DPD), and Quality Assurance (QA) and CMC-Regulatory.
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Reporting to the Senior Manager, Sales Compensation, the Manager, Sales Compensation will own the sales compensation plan administration for two or more lines of business. BA/BS in quantitative major (finance, business, mathematics, statistics) preferred.
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Our work directly impacts the health care system, supporting the development of data-driven policies that aim to improve the quality and equity of care, while keeping costs affordable for Massachusetts families.
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DescriptionThe Department of Youth Services (DYS) is seeking dynamic, positive, and service-minded individuals to fill the role of Juvenile Justice Youth Development Specialist II (JJYDS II). The role of the incumbent is to support the Juvenile Justice Youth Development Specialist I. The Juvenile Justice Youth Development Specialist II performs various care and security activities in connection with youth in custody of DYS. They will monitor the conduct and behavior of youth assigned to the facility, while maintaining communication with staff members, law enforcement agencies, and other stakeholders.
$54,337.92 - $73,396.44 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Bear Mountain Healthcare invites you to embrace a unique opportunity as our combined Assistant Director of Nursing (ADON), Infection Control Preventionist (ICP), and Staff Development Coordinator (SDC.
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Catalent Pharma Solutions is hiring a Product Development Engineer II is to actively participate in the development of pharmaceutical processes, technology transfers, and scale-up of spray-drying, particle size reduction, blending and capsule filling unit operations.
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business development quality jobs Company: Pnc in Woburn, MA
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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.
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.
How to Navigate Hiring Out of State
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.