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It offers service and repair, OEM product sales, and supply chain management solutions. Its products and service offerings include diesel engines, transmissions, bumper-to-bumper truck repair, transport refrigeration, power generation systems, and supply chain logistics services.
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Employee Rewards and Benefits: 8 Paid Holidays & 1 Paid Wellness Day Paid Time Off Employee Referral Bonus Program Medical, Dental, and Vision Insurance 401k with a Company Match Company Paid Training Growth & Leadership Opportunities About the Company: W.W. Williams was founded in Columbus, Ohio, in 1912.
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Employee Benefits & Rewards: 8 Paid Holidays & 1 Paid Wellness Day Paid Time Off Employee Referral Bonus Program Medical, Dental & Vision Insurance 401k with Company Match Company Paid Training Growth & Company Match About the Company: W.W. Williams was founded in Columbus, Ohio, in 1912.
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Employee Rewards and Benefits: 8 Paid Holidays and 1 Paid Wellness Day Paid Time Off Employee Referral Bonus Program Medical, Dental and Vision Insurance 401k with a Company Match Company Paid Training Growth and Leadership Opportunities About the Company: W.W. Williams was founded in Columbus, Ohio, in 1912.
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Facilitate support from Blue Origin Support Functions: Operations, Integrated Supply Chain (ISC), Test and Flight Operations (TFO), Safety Quality and Mission Assurance (SQ&MA), and other support organizations.
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Significant experience throughout the product lifecycle from New Product Introduction through obsolescence to include: generation of system and subsystem statements of work and subcontracts, strategic supplier selection, risk management, and continuous improvement efforts including implementation for cost reduction and performance improvement efforts.
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Interface with Design, Business unit, Test, Product Engineering, Supply Chain, Procurement, Packaging, Agile IT, Product Management, Fab Technology Operations, Product, OSATs, finance and sales teams on product attributes for New Product Introduction and production ramp.
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PREFERRED EXPERIENCE: Advanced knowledge of Product Lifecycle Management (Oracle Agile PLM preferred) and Enterprise Resource Planning (SAP) Advanced knowledge of Bill of Materials (BoM) and Master Data Management principles.
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Blue Yonder Job Title:Sr. Product Marketing Manager – Services & SustainabilityLocation:US- RemoteOverview:Blue Yonder is looking for a dynamic product marketer with a deep understanding of SaaS services marketing and a passion for supply chain management to help accelerate its leadership in supply chain transformation.
$151,665 a yearFull-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Lead the development and decomposition of comprehensive functional requirements & specifications, partnering with Product Management Advanced Manufacturing Engineering, Operations and Supply Chain.
$275,300 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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5+ years of experience in Engineering/Technology, Supply Chain, Product or Program Management, Product Marketing, Business Development. - Develop manufacturing and supply chain strategies to meet product requirements.
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As a leader in design, manufacturing, hardware platform and supply chain solutions, Celestica brings global expertise and insight at every stage of product development - from drawing board to full-scale production and after-market services for products from advanced medical devices, to highly engineered aviation systems, to next-generation hardware platform solutions for the Cloud.
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5 years of experience in two or more of the following: project management, product management, business analysis, program management or product marketing. Provides coaching and guidance to more junior level product management team members.
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Collaborate across all program teams (including, but not limited to, engineering, manufacturing, supply chain, product support, airworthiness, and data management) at a technical level to identify, elaborate, prototype, and implement digital engineering capabilities, including analytical tools, automations, visualizations, and data and system integrations.
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This position is responsible for the planning and execution of complex large scale NPI programs while serving as liaison between Hardware Engineering, Systems Engineering, Software Engineering, Deployment Engineering, Manufacturing & Supply Chain, Customer Support, and various program verticals.
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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?
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.
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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.