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Bring disclosure and transparency throughout all levels of the enterprise to help foster trust Responsible for the growth and development of new and existing Scrum Masters, Product Owners, Program Managers, delivery teams and agile release trains while they transition to agile and as they apply best practices through continuous improvement.
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These two business lines allow us to pursue our vertically integrated business model where information from our ecosystem drives a continuous loop between investment management and product development.
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Have a proven track record of implementing continuous improvement initiatives, such as Lean, Six Sigma, or Kaizen; Green Belt or Black Belt certification is highly desirable. Have experience within industries such as refrigeration (commercial, industrial, retail food, cold storage), HVAC, HVAC/r food and beverage equipment manufacturing, cold chain logistics, commercial kitchen equipment, building automation and control systems, energy management systems, industrial and environmental control systems, retail fixtures and displays manufacturing, pharmaceutical and biotechnology equipment manufacturing, or packaging and material handling equipment.
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We also focus on continuous improvement, strategy and insights to make things better for today and where Chick-fil-A is headed tomorrow. The Chick-fil-A HELP Program provides support to our corporate users and quick-service restaurants by making it easy for our Operators, Team Members, and Staff to get answers, solve problems and identify opportunities.
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The STS Tax Senior Manager, Accounting Methods pursue opportunities to enable them to gain and improve their skills in every aspect of professional service, including technical, interpersonal, verbal and written communication, project management, practice management, and business development.
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Adjunct Faculty members’ duties include teaching courses in their certificate program, advising adult students, contributing to course assessment and quality improvement. eSpelman Online Instructor-Business Essentials Certificate Program.
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The role will work closely with the Senior Manager, Porsche Classic to set annual budgets and track the P&L daily, weekly and monthly liaising with PCNA Finance, also ensuring that all Porsche Cars North America (PCNA) targets are met and operating criteria are adhered to.
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In-depth experience of vulnerabilities, intrusion detection systems, firewall management, network vulnerability analysis, cryptographic theory and practice, incident analysis and response, software testing and security assessment, malicious code and software exploitation techniques, continuous monitoring and event logging, cyber-crimes, computer forensics analysis and computer crime investigation.
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In 2020, two of our hospitals, Scottish Rite and Egleston, were verified as Level I Children's Surgery Centers by the American College of Surgeons (ACS) Children's Surgery Verification (CSV) Quality Improvement Program.
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The Audit Manager II (Model Risk) will primarily be responsibly for developing and executing audit programs in the risk management portfolio. Familiarity with risk management principles, preferably in Enterprise Risk Management, Model Risk Management, or financial risk disciplines.
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Project Management experience, leading high visibility initiatives, high level of strategic thinking and implementation Retail experience with premium brands, Pro-centric brands preferred. 5+ years in direct account responsibility as a National Account Manager or Key Account Manager preferred.
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Overview: Store Manager As a Store Manager ("SM"), you will assist in managing overall store performance by overseeing account management and recovery processes and providing an unmatched positive customer service experience.
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Coordinate the Family Program clinical services with the Men's Recovery Center (MRC) and Traditions Recovery Center for Women (TRC) treatment teams, including managing Therapeutic Leave (TL) requests, Family Workshop invitations, and family sessions.
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The incumbent will work closely with the Production planner/scheduler, Plant MRP, Production forepersons/leads, Production supervisor /manager to address performance deficiencies and create an environment conducive to continuous learning, development, and improvement.
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Strong business knowledge of Model Risk Management processes and experience in risk analysis and business process re-engineering / continuous improvement. Proven delivery of Operational Excellence and a continuous improvement mindset.
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continuous improvement program manager management jobs Title: senior program manager in Atlanta, GA
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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.
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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.
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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?
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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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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).