Master Data Management (MDM) Technical Lead

We need to output HTML fragment with sections: headings

for sections present: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must only include sections when posting has real specific content. We need to parse the job description. We have a job description summary and details. We need to extract content for sections. We must not repeat job title as heading. No Job ID etc. We need to include sections: maybe "About the role" (summary), "Responsibilities" (list of duties), "Requirements" (basic qualifications?), "Qualifications" (desired characteristics?), "Skills" maybe combine? But we need to decide. The instruction: Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use

• for any list of duties/requirements/benefits, and

  for prose. Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

  or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/ followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Thus we need to decide which sections have real content. From posting: - About the role: The first paragraph "Job Description Summary GEV is building Master Data Management capabilities..." That's about the role. So we can have About the role section with that paragraph. - Responsibilities: The "Job Description In this role, you will:" then bullet points under categories: Leadership & Influence, Strategy & Prioritization, Adoption & Enablement, Customer Engagement & Experience, Measurement & Insights, Leadership Reporting & Governance. Those are responsibilities. So we can create a Responsibilities section with a list (ul) of items (maybe each bullet as li). Should we keep subheadings? Probably just list items. - Requirements: Basic Qualifications section lists bullet points: Bachelor’s degree..., 8 Years+ Experience..., Hands-on MDM depth..., Architecture-style breadth..., Core MDM engineering..., Integration & data engineering..., Data quality..., Applied AI/ML awareness..., Enterprise delivery... So we can put those as list under Requirements. - Qualifications: Desired Characteristics list: Lean / Lean Six Sigma experience..., Production AI-enabled MDM..., Domain depth..., Cloud data platforms..., Certifications..., Adjacent domains... So we can put those under Qualifications. - Skills: Could be derived from both? But we already have Requirements and Qualifications covering skills. Might be redundant. The instruction says prefer few substantive sections over many thin ones. Could combine Requirements and Qualifications into one? But they gave separate headings examples. However we need to include a section only when posting has real specific content. Both have content. Could we make Requirements and Qualifications separate? That would be two sections. Could also make Skills section maybe not needed if we already covered. But we could include Skills as a combination of technical skills extracted from responsibilities? Might be thin. Better to omit Skills if not explicitly stated. The posting does not have a separate "Skills" heading; we could infer but better not to create unless explicit. So we skip Skills. - Benefits: The posting includes "Additional Information GE Vernova offers a great work environment, professional development, challenging careers, and competitive compensation." Then later: "Available benefits include medical, dental, vision, and prescription drug coverage; access to Health Coach from GE Vernova, a 24/7 nurse-based resource; and access to the Employee Assistance Program, providing 24/7 confidential assessment, counseling and referral services. Retirement benefits include the GE Vernova Retirement Savings Plan, a tax-advantaged 401(k) savings opportunity with company matching contributions and company retirement contributions, as well as access to Fidelity resources and financial planning consultants. Other benefits include tuition assistance, adoption assistance, paid parental leave, disability benefits, life insurance, 12 paid holidays, and permissive time off." So we have benefits content. So we should include Benefits section with list. - Pay: The posting includes: "For candidates applying to a U.S. based position, the pay range for this position is between $154,200.00 and $257,000.00. The Company pays a geographic differential of 110%, 120% or 130% of salary in certain areas. The specific pay offered may be influenced by a variety of factors, including the candidate’s experience, education, and skill set. Bonus eligibility: discretionary annual bonus." So we have pay info. So include Pay section. - Schedule: Not mentioned. No schedule info (like full-time, remote). So we should not include Schedule section. We also need to include maybe a short paragraph for metadata like location? Not needed. We must remove boilerplate: EEO, equal opportunity, legal, etc. Also remove "This posting is expected to remain open for at least seven days after it was posted on September 22, 2026." That's like application instruction? It's not exactly instruction but maybe considered metadata; we can drop it as it's not substantive about role. Also remove "Relocation Assistance Provided: No". That's minor metadata; could fold into short p? But instruction says fold minor metadata into a short

  or drop it. Could include a short p with "Relocation Assistance: Not provided." But maybe better to drop as it's minor. However we need to preserve ALL substantive information; relocation assistance is substantive? It's a detail about the job. Could include as a short p. But we need to decide. The instruction: "do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

  or drop it." Relocation assistance is minor metadata; we could include a short p. But we also have many sections; maybe we can include a short p after the sections? However they said output ONLY the HTML fragment; we can include a

  for minor metadata not fitting sections. But we need to avoid boilerplate. Relocation assistance is not boilerplate; it's a specific detail. So we could include a

  after sections: "Relocation Assistance: Not provided." Or we could incorporate into Benefits? Not exactly. Safer to include a short p. Also "GE Vernova offers a great work environment, professional development, challenging careers, and competitive compensation." That's kind of fluff but could be part of About the role or Benefits? It's about work environment; could be part of About the role. We'll keep it in About the role. We must not repeat job title as heading. No headings for job title. We need to output only HTML fragment, no /, no markdown fences. Thus final HTML:

  About the role

  GEV is building Master Data Management capabilities across Customer, Supplier, and Legal Entity first and then continue to expand to other domains that provides business impact. The MDM Technical Lead is the hands-on owner for all the technical components, designing and building platform capabilities and leading technical execution while evolving the architecture. This is a role that leads by doing, sets the technical standard, and translates an ambitious Lean Roadmap into working, measurable deliverables. MDM Context: Customer and Supplier are managed today in separate onboarding systems (each the authoritative master for its domain), with a command center (work-in-progress) serving data-quality dashboards and unified view. The near-term strategy is first to master each domain in place, explore impactful operational data domains (to master) while building the governance and data-quality foundation. Second, make an MDM platform decision at a deliberate subsequent gate. The Technical Lead is central to both. This role will own the architecture evolution from Registry → Consolidation → Coexistence → Centralized, bring a deep, current understanding of AI-enabled and AI-centric MDM platforms, and operate in a dynamic and evolving ecosystem, providing technical leadership updates and driving technical alignment across business functions, segments and Digital Technology teams. GE Vernova offers a great work environment, professional development, challenging careers, and competitive compensation.

  Responsibilities

  • Leadership & Influence: Serve as the hands-on technical owner for the MDM program. Influence and drive alignment across teams (business, DT, procurement, and domain teams). Mentor engineers and data stewards; raise the technical bar across the program. Provide the governance council and data owners with technical options, trade-offs, and feasibility input to shape decisions. Lead the technical build-vs-buy evaluation and vendor/ proof-of-concept assessment, guiding leadership to make the right decision.
  • Strategy & Prioritization: Own the MDM reference architecture and its multi-year evolution — Registry → Consolidation → Coexistence → Centralized, with explicit entry/exit criteria for each stage. Sequence the roadmap for incremental value: master-in-place now, platform decision at a deliberate gate, integrating with downstream systems. Prioritize domains and capabilities: Legal Entity backbone and high value domains Customer, Supplier and Operations. Define the canonical/logical data models, golden-record survivorship strategy, and cross-domain resolution for Legal Entity, Customer, and Supplier. Maintain deep, current knowledge of AI-enabled / AI-centric MDM platform architecture; shape where AI augments mastering, with guardrails for explainability, human-in-the-loop review, and auditability. Set non-functional requirements such as scale, performance, availability, security, lineage, and data privacy.
  • Adoption & Enablement: Lead adoption steward tooling, technical documentation, and hands-on training and enablement. Win stakeholder buy-in with working prototypes and demos. Push data quality checks into the onboarding systems (validation at entry) so best practice is built into daily workflows. Build prescriptive remediation that makes stewards effective, identifying the specific defect and rule, recommending the fix, and routing the task. Automate survivorship, remediation routing, and orchestration to cut manual effort and rework. Adopt scalable architecture, match-and-merge engines, pipelines, and AI agent integrations.
  • Customer Engagement & Experience: Engage the business consumers of master data (Customer, Supplier, and Legal Entity stakeholders) to capture requirements and to ensure that the golden record is used consistently. Integrate the command center with the existing Customer and Supplier onboarding systems to improve the onboarding experience and reduce cycle time. Deliver trusted Customer 360 and Supplier records that improve downstream experiences across CRM/sales, procurement, service, and compliance. Partner with domain owners and stewards as internal customers, iterating on data products based on their feedback.
  • Measurement & Insights: Design and build the DQ engine, profiling, rule authoring and execution, scoring, and dashboarding on top of the existing metrics. Establish baselines, targets, and owners across the six DQ dimensions (completeness, uniqueness, validity, accuracy, consistency, timeliness). Track key KPIs: duplicate rate, match/merge accuracy, onboarding cycle time, % records with a golden record, and issue-resolution time. Surface insights and quantify business outcomes (duplicate-payment reduction, Customer-360 completeness, spend/risk visibility). Convert cleanup logic into a versioned, measurable DQ rules library so improvement is trackable over time.
  • Leadership Reporting & Governance: Provide regular, clear technical leadership updates to senior stakeholders; turn complex trade-offs into executive-ready decisions. Translate governance policies into enforceable technical standards — naming, survivorship precedence, match thresholds, and reference-data control. Stand up and configure the business glossary / data catalog and the technical foundation for stewardship workflows. Supply the governance council and decision gates with