Top Software Development Executive establishes and directs the strategic long-term goals, policies and procedures for an organization's software development program. Oversees the development, release, and maintenance of software applications in accordance with business needs. Being a Top Software Development Executive requires a bachelor's degree. Typically reports to top management. The Top Software Development Executive manages a departmental function within a broader corporate function. Develops major goals to support broad functional objectives. Approves policies developed within various sub-functions and departments. To be a Top Software Development Executive typically requires 8+ years of managerial experience. Comprehensive knowledge of the overall departmental function. (Copyright 2024 Salary.com)
The Reporting, Database, and Software Developer is responsible for the design, planning, development, support and integration of all elements of comprehensive data warehouse, business intelligence and reporting platforms. This position will ensure that data warehouse performance is efficient and effective in support of the organization’s ongoing reporting and analytics requirements. Key elements to the success of this position include: planning and delivering new data integration and reporting functionality; working with stakeholders to gather specifications, documenting specifications based upon discrete use cases and developing new features in accordance with those specifications; testing and debugging new functionality based upon operational requirements; and, monitoring data flows between databases, servers and/or Cloud services to identify and implement the most suitable integration.
Requirements:
Preferred:
Office location:
This is a fully-onsite position located in Springfield, MA.
Salary range: $78,000 - 86,000
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
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