231 Cap Jobs

Key Responsibilities: Develop and manage applications on the SAP BTP environment Work with services like SAP Integration Suite , Extension Suite , and SAP Cloud Application Programming Model (CAP) Collaborate with functional teams to build scalable and secure cloud solutions Integrate SAP BTP with on-premise and other cloud systems Monitor, troubleshoot, and optimize deployed applications Ensure compliance with SAP and enterprise architecture standards Provide technical documentation and user support Skills Required: 23 years of experience in SAP BTP platform development Strong knowledge of SAP Cloud Foundry , CAP , Fiori/UI5 , and SAP HANA Cloud Experience with SAP Integration Suite , APIs, and OData services Proficiency in JavaScript/Node.js , Java , or ABAP for BTP extensions Hands-on with Git , CI/CD pipelines , and DevOps practices Good understanding of SAPs cloud security and authorization models Strong communication and problem-solving skills To Apply: Walk-in / Contact us at: White Horse Manpower #12, Office 156, 3rd Floor, Jumma Masjid Golden Complex, Jumma Masjid Road, Bangalore 560051. Contact Numbers: 8494849452

Based in Hyderabad, you will be part of a global healthcare biopharma company with a 130-year legacy of success, driven by ethical integrity and forward momentum. The company has an inspiring mission to achieve new milestones in global healthcare by leveraging digital technology and data-backed approaches to support a diversified portfolio of prescription medicines, vaccines, and animal health products. Join a team passionate about using data, analytics, and insights to drive decision-making, creating custom software to address global health threats. The Technology Centers serve as hubs for delivering business solutions that save and improve lives. As a Manager, SAP Technical Integration, your role involves designing, implementing, customizing, and maintaining SAP systems within the organization. You will combine technical and functional expertise to ensure effective integration and alignment of SAP solutions with business processes. Collaborate closely with IT teams and business stakeholders to optimize the performance and functionality of SAP applications, supporting business objectives and driving operational efficiency. In this role, you will work within a matrix organizational structure, reporting to both the manager and project manager. Your responsibilities will include designing, developing, and implementing solutions on SAP BTP using CAP, building and managing process automation, integrating with SAP HANA, configuring SAP Workzone, automating repetitive tasks using Robotic Process Automation (RPA), leveraging Integration Suite for building robust integrations, implementing Event Driven Architecture, and translating business needs to technical designs and workflows. You will also be responsible for the architecture and design of high-performance, scalable, reliable, and secure enterprise solutions. To qualify for this role, you should have a Bachelor's degree in Information Technology, Computer Science, or a related field, along with 3+ years of working experience in SAP BTP or related technologies. Proficiency in Javascript, groovy, jQuery, HTML5, CSS, SQL Script, PL/SQL, and cloud security concepts is essential. Familiarity with integration patterns, JSON, XML, ODATA, REST, security concepts, and SAP cloud solutions is required. Experience with SAP Event Mesh, BTP Extension Suite, or SAP CAP, CI/CD pipelines for SAP integration projects, and exposure to other middleware platforms such as MuleSoft and Boomi is a plus. Strong interpersonal and communication skills are also necessary for this role. Join a dynamic technology team that operates as a business partner, proposing innovative solutions to enable new organizational capabilities. Collaborate internationally to deliver services and solutions that enhance productivity and drive innovation. Embrace the opportunity to contribute to saving and improving lives worldwide by leveraging your skills and expertise in a diverse and impactful environment.,

Company Description Stemz Healthcare is committed to revolutionizing healthcare services worldwide since its inception in 2015. Leveraging cutting-edge technology including Machine Learning (ML) and Artificial Intelligence (AI), Stemz Healthcare ensures the highest quality of patient care and remarkable efficiency in its operations. With a global presence, the company is dedicated to delivering superior health services by driving data analytics, training, and monitoring. Stemz Healthcare takes pride in its CAP (College of American Pathologists) accreditation for its Laboratory Services in India, Nepal, and the Philippines, highlighting their commitment to excellence and accuracy in diagnostic testing. Role Description We are seeking an accomplished and visionary Lab Director (MD - Pathology) to lead our diagnostic laboratories across the globe, with oversight of operations at a global scale. The ideal candidate will have completed Senior Residency, possess deep expertise in Biochemistry, Hematology, and Serology, and have experience in managing multi-location or international lab operations. This role demands operational excellence, medical leadership, and strategic oversight to ensure high-quality diagnostic services across geographies. Key Responsibilities: - Provide strategic and operational leadership for laboratory operations globally, ensuring consistency in standards, protocols, and performance. - Lead day-to-day operations of the Gurgaon lab, with focus on Biochemistry, Hematology, and Serology. - Review, validate, and interpret a wide range of diagnostic tests to support accurate and timely clinical decisions. - Manage, mentor, and coordinate with a cross-functional lab team including pathologists, technicians, and quality personnel across locations. - Ensure compliance with international accreditation and regulatory standards (NABL, CAP, CLIA, ISO, etc.). - Drive quality control, process improvement, and technological upgrades across global labs. - Develop and implement SOPs, safety policies, and training programs in line with best global practices. - Collaborate with international medical teams, clinicians, and leadership to align diagnostics with clinical outcomes. Qualifications & Experience: - MD in Pathology from a recognized institution. - Completion of Senior Residency in a reputed hospital/medical college. - Minimum 10+ years of experience in diagnostic pathology, including at least 3 years in a senior leadership or global operations role. - Strong diagnostic skills in Biochemistry, Hematology, and Serology. Show more Show less

As a skilled SAP BTP CAP Consultant with 4-6 years of hands-on experience, you will be responsible for designing, developing, and deploying cloud-based applications using SAP Business Technology Platform (BTP) and Cloud Application Programming (CAP). Your role will involve ensuring seamless integration with SAP solutions and delivering high-quality solutions to meet business needs. You will collaborate with business users and project teams to understand requirements and deliver technical solutions. Additionally, you will be involved in optimizing and enhancing existing SAP BTP applications to meet evolving business needs. Key Responsibilities - Design, develop, and implement cloud-based applications using SAP BTP and Cloud Application Programming (CAP). - Integrate cloud applications with existing SAP systems using SAP BTP technologies. - Collaborate with business users and project teams to understand requirements and deliver technical solutions. - Develop end-to-end solutions for clients using SAP BTP, focusing on scalability and high performance. - Utilize SAP BTP services like SAP Fiori, SAP HANA, and SAP Integration Suite in combination with CAP for efficient application development. - Conduct unit testing and debugging of CAP-based applications to ensure performance and quality standards are met. - Provide support in the deployment and maintenance of SAP BTP applications. - Optimize and enhance existing SAP BTP applications to meet evolving business requirements. - Provide training and support to end-users for effective adoption of SAP BTP applications. - Stay updated with the latest SAP BTP and CAP technologies and best practices to improve development processes. Required Skills & Qualifications - Education: Bachelor's degree in Computer Science, Information Technology, or a related field. - Experience: 4-6 years of experience in SAP BTP and Cloud Application Programming (CAP). - Strong hands-on experience with SAP BTP services and technologies. - Proficiency in programming languages such as Java or Node.js for CAP-based applications. - Solid understanding of Cloud Foundry and SAP Business Application Studio. - Ability to design and deploy cloud applications on SAP BTP while ensuring integration with existing systems. - Strong problem-solving skills and ability to optimize applications for scalability and performance. - Knowledge of integration patterns, API management, and RESTful services. Desired Skills - Experience with SAP S/4HANA and SAP Cloud Platform is a plus. - Familiarity with CI/CD processes and version control systems (e.g., Git). - SAP BTP certification is an added advantage. Soft Skills - Strong analytical and problem-solving abilities. - Excellent communication skills for collaboration with technical and non-technical stakeholders. - Ability to work independently and as part of a team. - Strong attention to detail and commitment to delivering high-quality solutions. - Proactive mindset with a focus on continuous learning and process improvement.,

We believe in trust - we trust each other to do the right things! We believe in taking decisions as close to the product and technical expertise as possible. We believe in sharing our insights and helping one another to build an even better user plane. What you will do: Ensure configuration Changes, hardware expansion, Troubleshooting of MSC, MGW, HLR, HSS, STP, SBC, UDM (CUDB, HSS[1]FE, HLR-FE) IMS (P, I, S-CSCF, ATS, MGCF, MRFP, CG, ENUM, DRA, UPG) with approved processes Ensure MSTOP Processes are followed in the Workplace To participate in internal technical discussions in view to improve overall network performance and make recommendations wherever possible. To ensure correct working methodology, Best Practices and Continuous improvements in Ways of Working for efficiency improvements and betterment in deliveries. The skills you bring: Degree/Diploma or equivalent experience or equivalent in Engineering preferably in Electronics, Computer science, Telecommunication or equivalent. Experience level 3+ years in Ericsson IMS Troubleshooting and configuration. Expertise on Protocols (i.e., SIP, H.248, SS7, ISUP, BICC, SIGTRAN, INAP, CAP, TCAP, MAP, SCCP, Diameter) In-depth understanding of Call flow in CS Core, VOLTE/ IMS.

Our purpose, driven by our people, is what makes us the worldwide leader in technology that powers the internet. Helping our customers reimagine their applications, secure their enterprise, transform their infrastructure, and meet their sustainability goals is what we do best. We ensure that every step we take is a step towards a more inclusive future for all. Take your next step and be you, with us! Message to applicants applying to work in the U.S. and/or Canada: When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidates hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process. U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings. Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community. Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows: .75% of incentive target for each 1% of revenue attainment up to 50% of quota; 1.5% of incentive target for each 1% of attainment between 50% and 75%; 1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation. For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

As a Full Stack Developer in this role, you will be responsible for utilizing your expertise in full-stack JavaScript development using the SAP CAP framework, which includes SAP UI5, SAP CAP Node.js, and any database (preferably HANA). You should possess a deep understanding of SAP Business Technology Platform (BTP), its applications, deployment processes to the cloud, and the integration components such as cloud connector and Integration Suite. Experience with Fiori elements and custom SAP UI5 development will be considered a strong advantage. Your proficiency in working on agile projects, managing code versioning, and branching will be crucial for success in this role. Additionally, having database programming skills in SQLScript would be beneficial. In addition to the technical skills required for this position, we are looking for a candidate with strong soft skills. Effective written and verbal communication, problem-solving abilities, and a collaborative mindset are essential qualities we value in our team members. We expect you to be a team player who is willing to contribute not only to your immediate colleagues but also to the overall success of the team. For the Backend Resource aspect of the role, you should have experience in building Calculation views (both Graphical & Scripted), proficiency in functions and procedures, and a solid background in SQL scripting. Familiarity with CAPM would be an added advantage in this context. Your performance will be evaluated based on your proficiency in BTP, UI5, and Fiori development, including custom UI5 development, Fiori app activation, Fiori Elements, Fiori Extensions, and database programming with SqlScript. You will also be assessed on your data binding skills using OData model in SAPUI5, knowledge of the BTP platform, and integration suite, as well as your expertise in JavaScript (including ES6 features), CSS, and Git concepts. Are you ready to take on this challenging role and further enhance your skills in SQL, database management (preferably HANA), CSS, SAP CAP, SAP HANA, JavaScript, CAP, Node.js, Fiori Elements, SQL Script, agile project management, integration suite, SAP UI5, Git, SAP BTP, ES6, SAP CAP framework, and cloud connector while contributing effectively to our dynamic team environment ,

As a consultant, you will work with the SAP BTP implementation team to develop objects and carry out enhancements. Your role involves being proficient in understanding requirements, implementing complex design objects into SAP BTP, and completing all assigned tasks throughout the project phases. Your responsibilities will include developing high-quality code, implementing technical documents, collaborating with functional teams for requirement clarifications and issue resolution, preparing technical documents for implemented objects, and conducting unit testing of SAP BTP objects based on technical specifications. You will also optimize performance through tuning techniques, ensure quality deliverables through peer reviews, follow development standards and best practices, and deliver within the estimated timeline. Additionally, you are expected to continuously enhance your technical skills beyond SAP BTP. We are looking for candidates who hold a Bachelor's or Master's degree with at least 5 years of relevant experience in implementation and engagements. Ideal candidates should have 2-3 end-to-end implementation experiences, expertise in requirements documentation, experience in identifying and resolving design pain points, and strong knowledge of SAP BTP debugging. Experience in developing Fiori Applications (FreeStyleSAPUI5/Fiori Elements) and deploying Fiori applications on HTML5 Repository is required. Proficiency in the BAS development tool is mandatory, along with knowledge of MTA dependency, connectivity between BTP and S4 system, and OAuth 2.0 concepts such as JWT, XSUAA, and Approuter (Standalone/Managed). Development knowledge of CAP or RAP models is also preferred. This is a full-time, contractual/temporary position with a contract length of 12 months. The work schedule is a day shift, and the work location is in person.,

Cisco is looking for Software Architect (Go/ Java, AWS, Microservices, IAM to join our dynamic team and embark on a rewarding career journey Collaborate with cross-functional teams to achieve strategic outcomes subject expertise to support operations, planning, and decision-making Utilize tools, analytics, or platforms relevant to the job domain Ensure compliance with policies while improving efficiency and outcomes

Cisco is looking for Senior Software Development Engineer to join our dynamic team and embark on a rewarding career journey Collaborating with cross-functional teams to understand business requirements and translate them into technical specifications Designing and developing software solutions that are scalable, reliable, and high performing, using programming languages and frameworks Writing code that is maintainable, testable, and adheres to software development best practices Conducting code reviews and providing feedback to junior developers to improve code quality and maintainability Integrating software with other systems and services, such as databases, APIs, and third-party applications Developing and maintaining technical documentation, including requirements, design specifications, and user manuals Participating in Agile development methodologies and contributing to team process improvements Strong analytical and problem-solving skills Excellent attention to detail and communication skills

Message to applicants applying to work in the U.S. and/or Canada: When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidates hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process. U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings. Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community. Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows: .75% of incentive target for each 1% of revenue attainment up to 50% of quota; 1.5% of incentive target for each 1% of attainment between 50% and 75%; 1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation. For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

As a part of SAP, you will be joining a culture that prioritizes collaboration and a collective passion for improving the world's operations. With a strong emphasis on teamwork and diversity, we are dedicated to laying the groundwork for the future and fostering a workspace that embraces uniqueness, values adaptability, and is centered around our purpose-driven and forward-thinking initiatives. Our environment promotes learning and development, acknowledges individual contributions, and offers a range of benefits for your well-being. Join us in our pursuit to assist every customer in achieving excellence in their business operations. We are seeking individuals who are enthusiastic about technology, captivated by its endless potential, and eager to contribute towards empowering businesses to reach their full potential. Your role will involve aiding clients in reimagining their operations and exploring new opportunities that enable them to expand their horizons, work more efficiently, and revolutionize their industries using SAP Business Technology Platform. Ideal candidates should possess expertise in the following areas: - Platforms / Area: Business Technology Platform (BTP) / BTP Extensions - Programming Skills: SAPUI5, JavaScript, Cloud SDK (NodeJS / Java), OData, MDK - Methodology: CAP and Cloud-native architecture principles Qualifications: - Masters or bachelors degree in Engineering or Tech from a prestigious institution with exceptional academic achievements or outstanding technical skills Professional Training & Certification Location: Pune/Bangalore/Gurgaon At SAP, our innovations impact over four hundred thousand customers globally, enabling them to collaborate more efficiently and leverage business insights more effectively. While initially recognized for our leadership in enterprise resource planning (ERP) software, we have evolved into a market leader in comprehensive business application software and related services encompassing database, analytics, intelligent technologies, and experience management. With a cloud-oriented approach, over two hundred million users, and a workforce exceeding one hundred thousand employees worldwide, we are dedicated to our purpose and future-oriented goals, fostering a culture of collaboration and personal growth. Whether connecting industries, individuals, or platforms, we strive to ensure that every challenge receives a deserving solution. At SAP, you will have the opportunity to showcase your best abilities. Inclusion is at the core of SAP's culture, with a focus on health, well-being, and flexible work models to ensure that everyone, regardless of their background, feels valued and empowered to perform at their peak. We believe that our strength lies in the unique capabilities and qualities each individual brings to our organization, and we invest in our employees to instill confidence and unlock their full potential. Our commitment is to unleash all talents and contribute to a more equitable and inclusive world. SAP is an equal opportunity workplace and an affirmative action employer, committed to the principles of Equal Employment Opportunity. We offer accessibility accommodations for applicants with physical and/or mental disabilities. If you require assistance or accommodation during the application process, please reach out to our Recruiting Operations Team at Careers@sap.com. For SAP employees: The SAP Employee Referral Program is applicable only to permanent roles, adhering to the eligibility criteria outlined in the SAP Referral Policy. Specific terms may apply to roles in Vocational Training. EOE AA M/F/Vet/Disability: Successful applicants may undergo a background verification process by an external vendor. Requisition ID: 422830 | Work Area: Consulting and Professional Services | Expected Travel: 0 - 10% | Career Status: Professional | Employment Type: Regular Full Time | Additional Locations: #LI-Hybrid. Job Segment: Cloud, ERP, Consulting, Developer, Java, Technology,

As a Postgres Database Engineer at our company, you will be responsible for a variety of tasks related to the installation, configuration, patching, upgrading, deploying, and running of Postgres databases. Your role will involve evaluating and preparing new and upgraded Postgres offerings for use across the company, as well as documenting and presenting best practices to our hosting, database administration, and operational support teams. Additionally, you will be involved in automating tasks such as Failover and Switchover using Patroni cluster management. To excel in this role, you should possess a Bachelor's degree and have a solid understanding of Postgresql DBMS concepts such as ACID, CAP, and consistency. You should also have experience with enterprise-scale Postgres deployments, including high availability configurations, fault tolerance, replication, cluster management, automated provisioning, backup and restoration techniques, security mechanisms, and troubleshooting. Knowledge of Postgres internals, performance tuning, Unix command line, HA tools like Patroni Cluster Manager, code/script writing skills, database administration, Unix system administration, virtualization, cloud infrastructures, public cloud offerings, and modern storage and compute technologies will be beneficial for this position. If you are a proactive and experienced Postgres Database Engineer looking to contribute to a dynamic team that focuses on optimizing database technologies for large-scale enterprises, we encourage you to apply for this Contract-to-Hire position with a minimum of 5 years of experience. Join us in our mission to operationalize and enhance database technologies for our top-tier financial applications, both on-premises and in the cloud. Please send in your resume to hiring@datamongertechnologies.in if this role aligns with your career aspirations. This position offers a hybrid work model with 3 days of office visits to locations in Bangalore, Gurgaon, Indore, Pune, Delhi, or Noida, and flexible working hours according to India Working Hours or EU Shift.,

Your Impact Common Services Platform Engineering provides the basic building blocks for the Cisco Security Cloud. As a Technical Leader, you will help us in our continuous mission to make our products work together seamlessly, creating a phenomenal user experience for our customers and other stakeholders within Cisco. You will tackle challenges with a new lens and iterate with a passion for improvement. Problem-solving and innovating will be the name of the game. Your expertise will directly Influence muti-billion-dollar market. In this role, you will: Lead design, influence and contribute to implementation. Deliver quality and timely release aligned with business goals, regulatory compliance, and future scalability. Collaborate with multiple teams PM, UX, Engineering Management. Simplify, communicate and move fast to realize business objectives. Identify opportunities to enhance user experience, performance, and automation. Stay abreast of emerging technologies and trends in IAM, incorporating advancements to future-proof the organizations identity framework. Mentor engineers to produce their best work. Minimum Qualifications: 12+ years of hands-on experience in architecting, designing and developing scalable software products / services. Strong expertise in developing and maintaining highly available, container- ized microservices using GoLang, REST . Strong expertise in identity protocols ( SAML, OAuth, OIDC ) Proven experience in popular AWS services API Gateway, DynamoDB , etc. Experience with conducting performance optimisations for microservices. Experience with any IDaaS like Okta, Ping, Azure AD, etc. Good Knowledge of cloud security best practices and Compliance standards (e.g., GDPR, HIPAA, FedRAMP) Preferred Qualifications You have exceptional problem-solving skills with strong written and verbal communication abilities You pay attention to details. Knowledge of Zero Trust frameworks. Experience with CI/CD, terraform. Experience with building and managing services with 99.999 SLA.

As a Software Engineering Manager, you will be responsible for a team of talented engineers focused on developing, maintaining, and scaling our cloud security systems. You will play a critical role in ensuring our cloud infrastructure's security, reliability, and performance while fostering a collaborative and innovative team environment. Your Impact: Team Leadership: Lead, mentor, and manage a team of software engineers, fostering a culture of collaboration, innovation, and continuous improvement. Project Management: Coordinate the planning, execution, and delivery of cloud security projects, ensuring they are completed on time, within scope, and with high quality. Technical Oversight: Provide technical guidance and expertise in cloud security, architecture, and standard processes to ensure robust and scalable solutions. Collaboration: Work closely with multi-functional teams, including product management, operations, and other engineering teams, to align on goals and work. Performance Management: Conduct regular performance evaluations, set clear objectives, and provide ongoing feedback and development opportunities for team members. Security Compliance: Ensure that all cloud security systems align with industry standards and regulations and stay updated on the latest security threats and mitigation strategies. Resource Management: Develop team resources optimally, including hiring, training, and allocating tasks to meet project demands. Minimum Qualifications: Education: Bachelors or master's degree in computer science, Engineering, or a related field. Experience: 10 years of proven experience in software engineering, with at least 3 years in a leadership or management role. Technical Skills: Strong background in Distributed systems, networking , cloud security , cloud infrastructure (AWS, Azure, GCP), and software development. Leadership: Shown ability to lead and inspire a team, with excellent communication and social skills. Project Management: Experience in managing complex projects with multiple collaborators and tight deadlines. Agile Methodologies: Familiarity with Agile development methodologies and tools. Preferred Qualifications: Experience: Previous experience in a high-scale, high-availability environment. Security Knowledge: In-depth understanding of security principles, practices, and technologies relevant to cloud environment

Deloitte is looking for Senior Consultant | SAP BTP to join our dynamic team and embark on a rewarding career journey Collaborate with cross-functional teams to achieve strategic outcomes. Apply subject expertise to support operations, planning, and decision-making. Utilize tools, analytics, or platforms relevant to the job domain. Ensure compliance with policies while improving efficiency and outcomes.

To perform operation and changeover of the equipments like Vial Filling Stoppering Machine, Vial Cap Sealing Machine, Vial Washing Machine, Sterilizing and Depyrogenation tunnel, Lyophilizer, Autoclave, Pasteurizer, Incubator, Fogger and Filter integrity tester. Actively involve in fill finish operation and media fills. Preparation and review of general and equipment operation SOPs. Involve in preparation and reviewing of BMR, MFR Validation protocol etc. Compilation of all critical process attribute to analyze yield variation and investigation of low yield batches or OOS routed through change control or deviation. To get involve in external and internal regulatory audits and ensuring audit compliances.

Message to applicants applying to work in the U.S. and/or Canada: When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidates hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process. U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings. Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community. Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows: .75% of incentive target for each 1% of revenue attainment up to 50% of quota; 1.5% of incentive target for each 1% of attainment between 50% and 75%; 1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation. For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

Message to applicants applying to work in the U.S. and/or Canada: When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidates hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process. U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings. Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community. Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows: .75% of incentive target for each 1% of revenue attainment up to 50% of quota; 1.5% of incentive target for each 1% of attainment between 50% and 75%; 1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation. For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

Message to applicants applying to work in the U.S. and/or Canada: When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidates hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process. U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings. Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community. Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows: .75% of incentive target for each 1% of revenue attainment up to 50% of quota; 1.5% of incentive target for each 1% of attainment between 50% and 75%; 1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation. For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

Message to applicants applying to work in the U.S. and/or Canada: When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidates hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process. U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings. Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community. Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows: .75% of incentive target for each 1% of revenue attainment up to 50% of quota; 1.5% of incentive target for each 1% of attainment between 50% and 75%; 1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation. For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

Message to applicants applying to work in the U.S. and/or Canada: When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidates hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process. U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings. Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community. Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows: .75% of incentive target for each 1% of revenue attainment up to 50% of quota; 1.5% of incentive target for each 1% of attainment between 50% and 75%; 1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation. For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

Message to applicants applying to work in the U.S. and/or Canada: When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidates hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process. U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings. Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community. Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows: .75% of incentive target for each 1% of revenue attainment up to 50% of quota; 1.5% of incentive target for each 1% of attainment between 50% and 75%; 1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation. For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

Our purpose, driven by our people, is what makes us the worldwide leader in technology that powers the internet. Helping our customers reimagine their applications, secure their enterprise, transform their infrastructure, and meet their sustainability goals is what we do best. We ensure that every step we take is a step towards a more inclusive future for all. Take your next step and be you, with us! Message to applicants applying to work in the U.S. and/or Canada: When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidates hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process. U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings. Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community. Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows: .75% of incentive target for each 1% of revenue attainment up to 50% of quota; 1.5% of incentive target for each 1% of attainment between 50% and 75%; 1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation. For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

Message to applicants applying to work in the U.S. and/or Canada: When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidates hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process. U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings. Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community. Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows: .75% of incentive target for each 1% of revenue attainment up to 50% of quota; 1.5% of incentive target for each 1% of attainment between 50% and 75%; 1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation. For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.