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Six Sigma Master Black Belt, Six Sigma Black Belt, or Six Sigma Green Belt certified and actively using certification to drive continuous improvement.
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Six Sigma Green Belt, Black Belt, and/or Lean certification. With more than a century of leadership in hydrocarbon processing technologies, UOP has led six revolutions in technology that transformed our industry.
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Lean Six Sigma Green Belt - Preferred. Experience with lean principles, including Value Stream Mapping, 6S, Kaizen, Standard Work, and Six Sigma.
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Lean Six Sigma Green Belt (or higher) Lean Six Sigma Green Belt (or higher) Assesses current ITSM processes within USMC Azure DevSecOps to evaluate the capability level rating against DoD policies & standards, compose reports, provide recommendations, perform SWOT analysis.
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Lean Six Sigma Manufacturing Green Belt Certification is preferred. We hold the distinguished position of being the largest 503A compounding pharmacy and FDregistered 503B outsourcing facility in the country serving the functional medicine markets.
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Knowledge of Lean Six Sigma concepts and tools (e.g. Green / Black Belt). Specific experience in the following manufacturing processes: forgings, castings, foundries, machining, welding, brazing, finishes, coatings, nondestructive testing, fabrication, composites, electrical/electronics, other common processes common in the Naval, Defense and or Aerospace industries.
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Lean Manufacturing, Six Sigma Green Belt Certification, Project Management skills. Procurement function owner for Deal Tracker deal initiation (in AMD's Workfront system) as a Deal Manager.
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Lean Manufacturing and Six Sigma Green Belt. Actively participates in Lean Initiatives by supporting activities dictated by program/process and function as the SME of the areas.
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LEAN Six Sigma Green Belt certification. Utilize problem solving tools as part of Lean Six Sigma based continuous improvement philosophy. Behind our customers - amazing companies that help feed the world, provide life-saving medicine on a global scale, and focus on clean water and green mobility - our people are energized problem solvers that take pride in how the work we do changes the world for the better.
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Demonstrated experience managing external vendor Six Sigma green belt or above. Be an advocate for constant, never-ending improvement using lean Six Sigma methodologies and operational improvement processes.
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Six Sigma Green Belt preferred. Use Lean Six Sigma tools to coordinate activities to evaluate and help resolve quality-related problems. Promote the use of customer preferred techniques for continuous improvement such as Six-Sigma, Poka-Yoke (Error Proofing), Measurement System Analysis, FMEA's, etc.
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Lean/Six Sigma training - Green Belt / Black Belt Certification. Lean/Six Sigma training - Green Belt / Black Belt Certification. Expertise in ERP system/software (i.e., SAP, Oracle, JD Edwards, Microsoft Dynamics, or similar.
$109,600 - $164,400 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Six Sigma Green Belt or Epic Systems (revenue cycle) within one year of employment. Maintains professional development by expanding knowledge base of methodologies and techniques including continuous quality improvement, statistical process control, Six Sigma, and Lean.
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Lead, facilitate, and support Kaizen and other Lean Six Sigma events. Lead, facilitate, and support Kaizen and other Lean Six Sigma events. If you are ever unsure about what is being required of you during the application process or its source, please contact HR Shared Services at 866-278-6942 or HRSharedServices@brunswick.com.
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Familiarity with Mini tab, problem-solving techniques (DOE, 5-Why analysis), Lean Green Belt, and DMAIC skills. Lead projects with Six Sigma, DOE, WIG, and other methodologies.
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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.
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