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Design and develop industry leading training and workshops to educate teams and stakeholders on agile frameworks (Scrum, Kanban, or Lean) and practices. 3+ years of previous experience as a Scrum Master, Release Train Engineer, Development Manager or Agile Coach.
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The Agile Coach must be a strong leader and advocate for the adoption of Lean-Agile methodologies and be enthusiastic about agile practices and their benefits. Mentor and coach teams and individuals (including junior coaches) in a transformation from waterfall to Agile by reinforcing principals learned through training and guide behavior towards adoption of Lean-Agile principles and practices.
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Experience with Project Management Methodologies (Agile, Scrum, SDLC and Waterfall) Would like to see some type of certifications PMP, CSM, PSM, SAFe, PMI- ACP, PRINCE, Lean Six Sigma Black Belt.
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7+ years of experience working with Lean- Agile methodologies in a large organization using Scrum, XP, Kanban, Scaled Agile Framework (SAFe), or other scaling models. Certified SAFe Program Consultant (SPC), SAFe Release Train engineer (RTE) certification, SAFe Scrum Master certification, or another scrum master or agile coaching certification.
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Three (3) years or more significant experience working in an Enterprise IT organization with multiple Agile Delivery Frameworks/Tools (e.g., Kanban, Scrum, Lean, SAFe, AzureDevOps, ServiceNow, Planview, or other similar ALM tools) required.
$130,000 - $150,000 a yearFull-timeRemoteExpandApply NowActive JobUpdated 0 days ago - UpvoteDownvoteShare Job
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Work to guide and coach others (scrum leaders) about the ART and Lean-Agile practices. Functions as a servant leader fostering Lean-Agile Continuous Delivery, promoting and coaching Lean-Agile principles, empowering individual teams to become self-managing, and fulfill their cross-functional potential.
$130,000 - $150,000 a yearFull-timeRemoteExpandApply NowActive JobUpdated 0 days ago - UpvoteDownvoteShare Job
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PMI Project Management Professional (PMP) Certification and/or PMI-ACP. SAFe Lean Portfolio Management 5.1 or higher (LPM); Portfolio Performance Management (PPM), Travel: 1-10% DOT Regulated: No Applicants from California, Colorado, Hawaii, New Jersey, New York City, and Washington: Salary is determined based on internal equity; internal salary ranges; market data/ranges; applicant’s skills; prior relevant experience; certain degrees or certifications, etc.
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SAFe Agilist (SA), SAFe Release Train Engineer (RTE), or SAFe Program Consultant, Certified Scrum Master (CSM), Certified Scrum Professional (CSP). Demonstrated experience utilizing project plans, enterprise resource management plans, issue logs, risk/mitigation strategies and well versed in Agile, project and portfolio management techniques, processes, methodologies, tools (exWorkfront, Planview, Clarizen, MS Office, Azure DevOps, etc.
$130,000 - $150,000 a yearFull-timeRemoteExpandApply NowActive JobUpdated 0 days ago - UpvoteDownvoteShare Job
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At least one of the following Security certifications: CISM, CISA, CISSP, CIA, CIPM, CCSPExperience working in Agile and/or Toyota Production System framework; Agile, Scrum, Lean, or related certifications.
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Partners effectively with IT, Finance, and Business stakeholders to support capital expense planning, to build strong lean business cases for product and project funding / budgets, backlog management, pre-project planning, cost estimation, investment management, and business relationship management activities.
$130,000 - $150,000 a yearFull-timeRemoteExpandApply NowActive JobUpdated 0 days ago - UpvoteDownvoteShare Job
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The Sr. IT Portfolio Manager combines an understanding of lean portfolio management principles with the existing technology portfolio, to develop value-oriented plans that guide proactive decision-making in order to manage unforeseen demands, constraints, risks, and dependencies inherent to Ryder's environment.
$130,000 - $150,000 a yearFull-timeRemoteExpandApply NowActive JobUpdated 0 days ago - UpvoteDownvoteShare Job
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Knowledge of scrum, Kanban, Lean, XP, and other Agile frameworks Comfort with agile tools such as JIRA, Confluence, MURAL. The organization is on an agile, product and digital transformation journey and as a Scrum Master, you will be guiding multiple agile teams through their journey and help drive agile transformation across products and lines of business.
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Job Seekers can review the Job Applicant Privacy Policy by clicking HERE. (-applicant-privacy-policy)\ Summary The Sr. IT Portfolio Manager will be responsible for maturing the lean portfolio/project management framework across the IT organization to foster collaborative partnerships with IT and Business partners, and identify creative, cost-effective solutions to achieve strategic business value.
$130,000 - $150,000 a yearFull-timeRemoteExpandApply NowActive JobUpdated 0 days ago - UpvoteDownvoteShare Job
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Coach Managers, Teams, and Scrum Masters in Lean-Agile practices and mindsets. 3 Years - Solid understanding of SAFe Agile Release Train Engineer Responsibilities and Experience.
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Experience working within project management software/methodologies (MS Project, Azure DevOps, Confluence, Jira, OpenText, etc) / Agile, Waterfall, Scrum. Championing and applying best practice tools and techniques from Lean Six Sigma, Kaizen events, Design Thinking, Agile, Waterfall and BPM/N methodologies with Stakeholders and Change Team.
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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.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
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?
When Rage Applying Strikes: How to Identify Unserious Candidates
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.
How to Increase Job Ad Exposure
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.
How to Navigate Hiring Out of State
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).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.