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LIAISES WITH: Company- Other Buyers, Commodity Purchasing Manager, Sr. Purchasing Manager, Director Supply Chain And Logistics, Senior Management, Materials Program Managers, Material program staff, Senior Logistics Manager, Traffic Lead, Compliance Coordinator (Supply Chain), document control and other administrative department personnel.
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Any additional requirements identified by planner buyer lead, planning manager, or supply chain director. The Supply Chain Planner Buyer II role will sit at the Covington, GA location and manage raw materials we house for our sister site in Round Lake, IL. You will report to the Materials Manager.
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LIAISES WITH: Within Austal: Tactical Buyers, Sr. Purchasing Manager, Senior Director of Supply Chain, Senior Management, Materials Program Managers, Material program staff, Senior Logistics Manager, Compliance Coordinator (Supply Chain), document control and other administrative department personnel.
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The ASIC Supply Chain Operations Manager will be responsible for ASIC supply operations & material planning service to drive all aspects of executing ASIC program acquisition, planning/scheduling work orders and manage build execution across semiconductor wafer fabrication foundry and package assembly/test outsource contract manufacturing suppliers.
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Job Segment: Logistics, Supply Chain, Supply Chain Manager, Supply, Scheduler, Operations, Administrative. Bachelor's Degree in Supply Chain Management or related field, or equivalent education and experience.
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Any additional requirements identified by planner buyer lead, planning manager, or supply chain director Important Considerations: At Takeda, our patients rely on us to deliver quality products.
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The Senior Supply Chain Manager is responsible for providing direction and guidance within the facility of responsibility to achieve 100% on time delivery through proper materials management and execution while optimizing working capital.
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Keywords: director of materials, materials manager, materials director, purchasing manager, purchasing director, procurement manager, director of procurement, director of purchasing, supply chain management, supply chain manager, material manager.
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The Deputy Program Manager, Supply Chain (Proposals) is a strong leader with demonstrated project management and supply chain management skills. Northrop Grumman is looking for a Proposals Deputy Program Manager 2, (Supply Chain) that is responsible and accountable for the proposal scope in Global Supply Chain (material & labor estimation.
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Strategic Sourcing, Supply Chain, Senior Product Manager, Procurement, Lean Six Sigma, Operations, Management. Facilitate activities and communication as the liaison between suppliers and cross-functional project teams including Product Management, Engineering, Quality, Strategic Sourcing, and Supply Chain.
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May require knowledge of MRP/ERP with a solid understanding of electro-mechanical assembly operations, bills of material, demand material planning, and the supply chain purchasing process.
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Communicate non-support of MRP need, specifically, material shortages, supplier issues, actions taken to resolve, committed resolution dates to Director, Supply Chain, Production Planning, and Operations Managers.
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Supply Chain Manager. Ensures material requirements are met for both the internal and external supply chain through management of production-planning activities, resulting in a stable production plan with achievable build schedules.
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Expert applied knowledge of forecasting, ERP, MRP, supply chain, inventory management and warehousing disciplines. Take ownership in the process of selection and implementation of various supply chain systems like forecasting application, WMS, TMS, Supply planning etc.
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Knowledge and experience in Integrated Business Planning (IBP), MRP and ERP systems inventory control, materials required planning, demand planning, and advanced supply chain planning and analytics.
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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.