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The Workforce Management Analyst provides analytical and operational improvement support to the Manager of Access. Workforce Management Analyst – Chicago, IL – Northwestern Medicine.
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Requires strong technical knowledge of configuration management and practical knowledge of project management, typically obtained through advanced education combined with prior experience in an engineering support role such as configuration manager (CM), quality assurance technician (QA/QE/QC), design drafter, technical writer, program operations analyst, systems support engineer, integration and test engineer, specialty engineer, or similar.
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Experience in health policy analysis or health services/quality improvement work in local, state, or national health care policy, population health management or clinical outcomes research/quality improvement.
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Work Experience – Minimum of 2 years working in the Health or Behavioral Health field with a focus in performance improvement or quality management. Quality Management Performance Improvement Coordinator Friday, May 26, 2023.
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Consumer Packaged Goods and/or Hardware & Home Improvement industry experience. Assist senior management in developing a strong Return on Investment (ROI) approach to advertising and related creative work and media spending through the development of effective metrics and key performance indicators (KPIs.
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This Black Belt position will be focused on driving continuous improvement in workforce management by leveraging Lean Six Sigma methodologies to idenfity inefficiencies, develop improvement strategies, and drive operational excellence.
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Description Position at Berkeley Research Group, LLC BRG Retail Performance Improvement practice specializes in providing strategic, operational, and financial advice to private equity firms, management teams, boards of directors, investors, hedge funds, and other lenders in a wide range of complex situations.
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Comprised of experienced, hands-on professionals that are results-oriented and data-driven, the BRG Retail Performance Improvement practice collaborates with management teams and sponsors to deliver strategic options that maximize value for stakeholders.
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Significant experience throughout the program lifecycle from development through sustainment to include: proposal development, requirements decomposition, generation of system and subsystem statements of work and subcontracts, risk management, and continuous improvement efforts including implementation for cost reduction and performance improvement efforts.
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Job DescriptionJob DescriptionContinuous Process Improvement Delivery Lead 1301254 A leading podcast and audiobook company is seeking a Continuous Process Improvement (CPI) Delivery Lead. The successful candidate will be responsible for delivering process optimization solutions primarily within Customer Care, but also across our company as needed.
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Support the development and improvement of Guidehouse change management methodologies and tools. Guidehouse is looking for an OCM and Communications Senior Consultant who will actively contribute to change management efforts.
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Experience with continuous improvement and project management - Six Sigma Green Belt and/or PMP a plus. Proven ability to influence and to collaborate at the highest levels of corporate management.
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Be experienced in wound care, quality improvement, MDS, Fall Management, Infection Control, and standards of LTC & Assisted Living/Memory Care/Home Health documentation guidelines preferred.
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Alvarez & Marsal, a leading independent global professional services firm, specializing in providing turnaround management, performance improvement and corporate advisory services, is seeking to expand its Private Equity Performance Improvement (PEPI) – CFO Services team in various locations throughout the U.S. With more than 5,500 professionals based in 40 locations across North America, Europe, Asia, and Latin America, our firm excels in problem solving and value creation.
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Bachelor’s Degree in Business Administration, Accounting, Finance, or related field, with ten + years of previous related financial management roles, performance improvement operations consulting, accounting diligence, or restructuring experience.
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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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.