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Certified Group includes Food Safety Net Services (FSNS), Certified Laboratories, EAS Consulting Group, Labstat International Inc., Advanced Botanical Consulting & Testing (ABC Testing Inc.), Microconsult Inc., and Micro Quality Labs Inc. Certified Group provides laboratory testing and regulatory consulting services in the food & beverage, dietary supplements & NHP, cosmetics, OTC, tobacco, nicotine, cannabis, hemp, and other industries.
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Lead inspections of complex facilities and properties, including but not limited to food and lodging facilities, public pools, body art establishments, solid and hazardous waste facilities, management of the delegated non-community drinking water program, and community events to determine conformance with applicable health, safety, and environmental regulations.
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Along with my colleagues in the Environmental, Health and Safety Division at CPS, Inc., I specialize in placing EHS Professionals nationwide with Chemical, Petrochemical, Refining, Pharmaceutical, Biotech, and Food Manufacturing Companies.
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Minimum Education and ExperienceBachelor degree preferably in Food Science, Animal Science, Poultry Science, Operations Management, Biology or Chemistry. HACCP certification and have knowledge in Food Safety, preferably in a Ready-To-Eat process.
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The Vice President of Operations primary duty is the management of their divisions within our PSSI Sanitation business to ensure maintenance of quality service standards while prioritizing team member safety, food safety, meeting/exceeding budgetary requirements, and all other expectations as defined in the PSSI Mission Statement.
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Minimum of two years Sous Chef/food service management experience. Records quantities of all food items prepared, served and discarded as required by the Food Service Coordinator, in accordance with approved waste management guidelines.
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Production Manager/Chemical Engineer/ PSM /Process Safety Management/Production Supervisor/Management/Manager/Operations Manager/Process Engineer/Production Engineer/Engineering/Chemicals/Chemical Manufacturing/Chemical Process Engineer/Coatings/Chemical Production/Manufacturing/Manager/Industrial Coatings/Ops Manager.
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The SPHL is an active partner in joint activities with other bureaus/agencies such as environmental health, food and drug, agriculture, disease prevention and health promotion programs, and public safety.
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Our well-known banners include Albertsons, Safeway, Vons, Jewel-Osco, Shaw's, Acme, Tom Thumb, Randalls, United Supermarkets, Pavilions, Star Market, Haggen, Carrs, Kings Food Markets, and Balducci's Food Lovers Market.
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Our complete array of food packaging serves a variety of markets, including fruit, vegetables, dairy, fish, meat, ready meals, pet food, infant milk powder and other dry food products.
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As the leader of teams that coordinate administrative and operational functions for GPA as well as its District Office, the COO is responsible for driving innovation, excellence, and efficiency across every operational function including technology, talent, student recruitment and enrollment, facilities management, school operations, food, transportation, data information systems and analysis, risk management, compliance and reporting, legal, and school safety.
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Bachelor’s Degree with an academic major in areas including food and nutrition, food service management, dietetics, family and consumer sciences, nutrition education, culinary arts, business, or a related field.
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Monitors operations to ensure Food Service meets the Florida State Hospital Total Quality Management Standards, the mission, vision, and other departmental standards, as well as statewide operational goals.
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Minimum EducationBachelor degree preferably in Food Science, Animal Science, Poultry Science, Operations Management, Biology or Chemistry. This role leads the continual development and implementation of the SSOP(Sanitation Standard Operating Procedures) and HACCP (Hazard Analysis Critical Control Points) plans to meet USDA regulations, company and customer expectations regarding food safety.
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Picarro, Inc. is the world's leading producer of greenhouse gas and optical stable isotope instruments, which are used in a wide variety of scientific and industrial applications, including: atmospheric science, air quality, greenhouse gas measurements, gas leak detection, food safety, hydrology, ecology, and more.
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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?
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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.
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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.
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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.
Hiring Transparency
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