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Database SME PureScale Operations - 5850592

Accenture Flex offers you the flexibility of local fixed-duration project-based work powered by Accenture, a leading global professional services company. Accenture is consistently recognized on FORTUNE's 100 Best Companies to Work For and Diversity Inc's Top 50 Companies For Diversity lists.

As an Accenture Flex employee, you will apply your skills and experience to help drive business transformation for leading organizations and communities. In addition to delivering innovative solutions for Accenture's clients, you will work with a highly skilled, diverse network of people across Accenture businesses who are using the latest emerging technologies to address today's biggest business challenges.

You will receive competitive rewards and access to benefits programs and world-class learning resources. Accenture Flex employees work in their local metro area onsite at the project, significantly reducing and/or eliminating the demands to travel.

The DB2 pureScale DBA will be a key member of our migration team, responsible for the successful design, implementation, migration, and optimization of DB2 databases on the pureScale architecture. This role requires deep expertise in DB2 pureScale technology, strong problem-solving skills, and the ability to work collaboratively in a fast-paced project environment. The ideal candidate will ensure data integrity, performance, and high availability throughout the migration lifecycle and beyond.

Key Responsibilities:

Migration Planning & Strategy:

+ Participate in the development of migration strategies, methodologies, and timelines for moving existing DB2 pureScale databases to DB2 pureScale as part of replatforming.

+ Assess current database environments, identify dependencies, and recommend optimal pureScale configurations.

+ Develop detailed migration runbooks, rollback plans, and contingency procedures.

DB2 pureScale Implementation & Configuration:

+ Install, configure, and manage DB2 pureScale clusters, including shared disk systems (GPFS), Cluster Caching Facilities (CCF), and member instances.

+ Perform database creation, schema migration, data loading, and post-migration validation.

+ Implement and manage HADR (High Availability Disaster Recovery) solutions within the pureScale environment.

Performance Tuning & Optimization:

+ Monitor and analyze DB2 pureScale performance metrics, identifying bottlenecks and implementing tuning strategies.

+ Optimize SQL queries, database configurations, and pureScale cluster settings for maximum efficiency and throughput.

+ Conduct performance testing and benchmarking before, during, and after migration.

Troubleshooting & Support:

+ Diagnose and resolve complex DB2 pureScale-related issues, including cluster failures, performance degradation, and data corruption.

+ Provide expert-level support during migration cutovers and post-migration stabilization phases.

+ Implement proactive monitoring and alerting solutions to ensure system health.

Backup & Recovery:

+ Design, implement, and test robust backup and recovery strategies for DB2 pureScale databases.

+ Ensure data recoverability and compliance with RPO/RTO objectives.

Capacity Planning:

+ Monitor database growth and resource utilization, performing capacity planning to ensure future scalability and performance.

Security & Compliance:

+ Implement and enforce database security policies, user access controls, and auditing.

+ Ensure compliance with organizational security standards and regulatory requirements.

Documentation & Knowledge Transfer:

+ Create and maintain comprehensive documentation for DB2 pureScale environments, migration procedures, and operational guidelines.

+ Provide knowledge transfer and training to internal teams on DB2 pureScale best practices

Collaboration:

+ Work closely with application development teams, infrastructure teams, project managers, and other stakeholders to ensure seamless migration and integration.

Basic Qualifications:

+ Minimum 8+ years of work experience.

+ Purescale Db2 administration and engineering experience with database migration separation skillset.

+ Must be able to work Central or EST hours schedule.

+ HS Diploma / GED

Preferred Qualifications:

+ Bachelor's or Associate's Degree

Compensation at Accenture varies depending on a wide array of factors, which may include but are not limited to the specific office location, role, skill set, and level of experience. As required by local law, Accenture provides a reasonable range of compensation for roles that may be hired in California, Colorado, District of Columbia, Illinois, Maryland, Minnesota, New Jersey, New York or Washington as set forth below.

We accept applications on an on-going basis and there is no fixed deadline to apply.

Information on benefits is here. (https://www.accenture.com/us-en/careers/local/flexcareers#block-section-...)

Role Location Hourly Salary Range

California $71.00 to $81.00

Colorado $71.00 to $81.00

District of Columbia $71.00 to $81.00

Illinois $71.00 to $81.00

Minnesota $71.00 to $81.00

Maryland $71.00 to $81.00

New York/ New Jersey $71.00 to $81.00

Washington $71.00 to $81.00

What We Believe

We have an unwavering commitment to diversity with the aim that every one of our people has a full sense of belonging within our organization. As a business imperative, every person at Accenture has the responsibility to create and sustain an inclusive environment.

Inclusion and diversity are fundamental to our culture and core values. Our rich diversity makes us more innovative and more creative, which helps us better serve our clients and our communities. Read more here (https://www.accenture.com/us-en/about/inclusion-diversity/us-workforce)

Equal Employment Opportunity Statement

Accenture is an Equal Opportunity Employer. We believe that no one should be discriminated against because of their differences, such as age, disability, ethnicity, gender, gender identity and expression, religion or sexual orientation.

All employment decisions shall be made without regard to age, race, creed, color, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected by federal, state, or local law.

Accenture is committed to providing veteran employment opportunities to our service men and women.

For details, view a copy of the Accenture Equal Employment Opportunity and Affirmative Action Policy Statement (https://www.accenture.com/content/dam/accenture/final/accenture-com/docu...) .

Requesting An Accommodation

Accenture is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed. If you are hired by Accenture and require accommodation to perform the essential functions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired.

If you would like to be considered for employment opportunities with Accenture and have accommodation needs for a disability or religious observance, please call us toll free at 1 (877) 889-9009, send us an email (https://www.accenture.com/us-en/about/contact-us) or speak with your recruiter.

Other Employment Statements

Applicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States.

Candidates who are currently employed by a client of Accenture or an affiliated Accenture business may not be eligible for consideration.

Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process.

The Company 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. Additionally, 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 Company's legal duty to furnish information.

Database SME PureScale Operations - 5850592

Full time
Walnut Creek, CA

Published on 08/21/2025

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