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Confident with business intelligence and analytics tools, data modelling, data staging, and data extraction processes, including data warehouse and cloud infrastructure.
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We are working with the world’s largest IT Services firm who are looking for an Oracle Data Conversion Lead to drive data migration and conversion activities for Oracle Fusion Projects. Utilise your expertise in converting master and transactional data for business objects in Oracle Cloud Applications, focusing on HCM and Payroll.
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Cloud technologies, deployment, design and any PostgreSQL/Sybase experience is a plus. Financial Services background and knowledge of securities lending, repo, and mbs is a plus. We are looking for an experienced and detail-oriented senior and junior software engineer to join our global and dynamic software engineering team.
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You will have strong experience with master data, configuration, and transactions supporting Discrete and Repetitive Manufacturing, integration to Manufacturing Execution Systems (MES) and planning systems (MRP and APS.
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As an Oracle Data Conversion Lead , your expertise is required in data migration processes along with strong technical skills and the ability to lead data conversion activities effectively to ensure successful implementation of Oracle Fusion projects.
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Harnessing state-of-the-art machine learning, our clients platform empowers warehouse operators with intelligent insights to optimize the utilization of trucks, trailers, chassis, containers, and personnel – the core operational assets of commerce.
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Cantor Prime Services (CPS is designed to meet the needs of investment managers across the spectrum, CPS offers clients a global, multi-asset prime brokerage platform. Work on strategic green field and brown field projects in Prime Brokerage and Business as Usual requests.
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Experience with NLP, ML-Ops, and data pipelines. Strong understanding of ML algorithms, statistical techniques, and data analysis. Oversee the creation, implementation, and maintenance of scalable analytic solutions, working closely with data scientists, software engineers, and other team members.
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Monitor relevant labour legislation and implement required changes to keep the process compliant, including full compliance, end-to-end, with GDPR and other global data protection laws. Strong attention to detail & ability to influence through data and relationships/partnerships.
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Experienced in converting master and transactional data for business objects in Oracle Cloud Applications, across business functions in HCM and Payroll. Must have extensive experience in data conversion and migration projects, preferable with Oracle Fusion projects.
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Strong experience with Data Centre Design Solutions, with specific expertise in Cisco ACI. Familiarity with Public Cloud Solutions (Azure, AWS, GCP) and Software Defined Networking (SD-WAN, SDA, ACI.
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Deal with customer data ethically and in accordance with FCA requirements and in line with TCF principles. You will gain a great insight into this industry, speaking to a wide variety of callers such as clients, IFA’s (Independent Financial Advisors), investors and other financial institutions.
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Experience in the design and deployment of production data pipelines from ingestion to consumption within a big data architecture, using Java, Python or Scala and SQL. Senior Data Engineer.
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Proficiency in CATIA and Microsoft Office Suite for data analysis and reporting. As a Mass Properties Engineer , you will utilise your expertise in mass properties of metallic and composite structures and systems to track and control component masses, ensuring they meet project requirements.
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To maintain full knowledge of all products and their applications and collect comprehensive data concerning competitive products for forwarding to your Regional Sales Manager. To sell all Makita product range with particular emphasis on Industrial Tools, Outdoor Power Equipment, Cordless, Cleaning and A.C Tools.
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data warehouse sybase jobs in Belfast, Northern Ireland, United Kingdom
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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.
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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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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).