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Our teams are driven by a common purpose to deliver a better world through our unrivaled technical and digital expertise, a culture of equity, diversity and inclusion, and a commitment to environmental, social and governance priorities.
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Liaising with the ESC Third Party Utility, as necessary, to review and respond to the results of third party risk management activities conducted centrally by the Utility. Representing business leadership to coordinate and facilitate Third Party Risk Management activities.
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There is a significant focus on database as a service DBAAS, configuration management, container orchestration, Infrastructure as Code (IaC) and CI/CD. In return, you will gain exposure to the latest hardware and software technologies.
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Tuition Assistance/Reimbursement Adoption/Surrogacy assistance Pet Insurance Multiple ERG, diversity groups, and company paid volunteer hours. Communicate with management and support team via email or phone to obtain approvals on repair estimates, retrieve purchase order numbers and/or discuss RO findings notes.
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Provide reporting and notification support for privacy-related incidents and breaches, including working with relevant key stakeholders in senior management, and internal/external privacy counsel.
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Equal Employment Opportunity StatementSiemens is an Equal Opportunity and Affirmative Action Employer encouraging diversity in the workplace. Undergraduate or Graduate Degree in Electrical / Controls /Automation / Robotics / Instrumentation Engineering/Technology Basic computer skills (Outlook, Word, Excel, PowerPoint, Visio,Access) Strong command of English Language both written and verbal amust Working knowledge of Siemens Simatic S7 (TIA, Drives, Profinet,Profisafe)Working knowledge of Allen Bradley tools (Rs Logix 5/500/5000, FactoryTalk View)Proficient in troubleshooting industrial networks.
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Committee Involvement (Innovation, Diversity and Inclusion, Recreation)Extensive Employee Events (outings, picnics, golf, and ski days)Employee Recognition AwardsInternal Continuing Education and TrainingOn-Site Workout Facilities Community Involvement (Martin/Martin Gives Back Program)PE License ReimbursementOpportunity to Work on Exceptional ProjectsApplicants must be authorized to work for any employer in the U.S. We are unable to offer visa sponsorship for this position at this time.
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Job SummaryThe Investment Services Institutional Account Operations Associate position exists to provide operational support, trading, liquidity management and reporting to the GuideStone Investment Services (“GSIS”) Institutional Investment Operations team and its clients.
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Job Description: Lead a highly motivated hybrid-remote team tackling diverse AI projects ranging from traditional machine learning to cutting-edge imagery and LLM. Take ownership over your work, embrace continuous learning, and above all, find joy in what you do.
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Define and allocate resources · Collaborate with Marketing, Product Management and Project Management in matters of strategic and tactical product and service positioning in the molecular imaging segment · Possess in-depth knowledge of molecular imaging technologies, products, and applications within the medical technology and devices landscape.
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Providing clients with project management, technical advice and training related to environmental compliance, sustainability, and environmental management systems. You may also be asked to take on project management responsibilities, along with staff management and development, and mentoring tasks.
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Middleware and Webserver technologies such as IBM Websphere, Tomcat, Apache Webserver, IIS and NGINXAPI Gateway technologies such as Apigee Edge, Kong and AWS API Gateway. Your key stakeholders will be application development teams, product, the CISO, Risk and Control partners.
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Design, implement, and support call flows to integrate with 3rd party applications such as CRM/PRM, Call recording vendors, Workforce Management, Quality Management, Natural Language Processing, Automatic Speech Recognition, and other Cloud integrations.
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The IDEA helps our organization embrace diverse business practices, creates a sense of community through colleague resource groups, reminds our leaders to sponsor and embrace diversity, equity, and inclusion, and encourages cultural competence and awareness through company-wide resources for learning.
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Deep understanding of cloud computing principles, including virtualization, containerization, microservices, and serverless computing; Risk Management, RHCOS security, container security, Kubernetes security, IAM security, network security, auditing, encryption, secrets management and data protection, securing CI/CD.
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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.
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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.
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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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