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Saint-Gobain is an equal opportunity employer of individuals with disabilities and supports the hiring of veterans. The Mechanical Robotic Automation Engineer supports and participates in the design, test, modification, fabrication and assembly of manufacturing tools and electromechanical systems that includes automated components such as collaborative robots, conveyors, vision systems and programmable controller.
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Minimum of 3 years’ experience in Robotic Process Automation. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment.
$78,693.28 - $118,039.92 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Job Title: Automation Controls Engineer, Senior Position Description: The Senior Automation Controls Engineer will work with a group of Controls Engineers, Project Managers, and shop personnel to design, implement and document control systems for various types of automation and robotic equipment.
$100,000 - $125,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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High school diploma and: Two years of experience in the delivery of services to people with mental Illness, Traumatic brain injury or developmental disabilities OR: One year of supervised experience in the delivery of services to people with Mental Illness, DD, ID or TBI, and receives clinical supervision from a mental health professional once a week until two years of experience is met.
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Proficiency with Robotic Process Automation tools such as UiPath (required) This position is responsible for developing and maintaining Robotic Process Automation (RPA) scripts, providing technical support, maintenance, application configuration as a result in change of workflow related to the RPA process, quality improvement, user support, and implementation throughout the organization.
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Minimum of 2 years work experience in Mechanically inclined Business, Robotic Process Automation (Epson, FANUC) or related area. § Work with business partners to identify automation opportunities.
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As an Awake Overnight Counselor, you will provide direct support to people with intellectual and developmental disabilities in a small group residential setting or an individual living arrangement.
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Established in 1977, Vinfen is a nonprofit, health and human services organization and a leading provider of community-based services to individuals with mental health conditions, intellectual and developmental disabilities, brain injuries, and behavioral health challenges.
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This includes but is not limited to lesbian, gay, bisexual, queer, people who identify as transgender or non-binary, people living with disabilities or mental health conditions, and with lived experience with homelessness or recovery from a substance use disorder.
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This role has responsibility for supporting efficient and timely resolutions of Fanuc robot automation support requests with existing customers. Adaptec Solutions is a top-ten, North American integration partner engineering diverse material handling and automation solutions with lifecycle service support for manufacturing, distribution, and warehousing companies.
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The Georgia Department of Behavioral Health and Developmental Disabilities (DBHDD) is the state agency that focuses solely on policies, programs, and services for people with mental health challenges, substance use disorders, intellectual and developmental disabilities, or any combination of these.
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We drive scalable solutions to transform the lives of people with disabilities, people in poverty and people facing homelessness: solutions that contribute to righting societal imbalances.
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Obtain "Criminal History Checks" (CHC) fingerprinting through the New York State Office of Mental Health (OMH) and the Justice Center for the Protection of People with Special Needs (Justice System.
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Experience or general understanding of securing Robotic Process Automation (RPA) use cases and workloads, demonstrating best practice concepts in securing credentials in RPA solutions.
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Metalcraft of Mayville Metalcraft of Mayville is an Equal Opportunity Employer:Minorities/females/veterans/individuals with disabilities/sexual orientation/gender identity Robotic Welder (Fall River) US-WI-Fall River Job ID: 2024-3450 Type: Regular Full-Time # of Openings: 5 Category: Manufacturing Metalcraft of Mayville Inc. (Fall River) Overview Welders NEEDED.
$7.24Full-timeExpandApply NowActive JobUpdated Today
mental people with disabilities robotic process automation jobs Company: Xerox
FEATURED BLOG POSTS
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.