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The Cloud Security Architect is an important member of the KION Supply Chain Solutions (SCS) Global Software R&D team. The KION/Dematic Supply Chain Solutions (SCS) Global Software R&D Organization is responsible for delivering innovative software products to support a wide range of intralogistics, material handling, and management solutions.
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Our complete offer is designed to forge better connections between businesses, customers and communities - through innovative supply chain management, freight forwarding, warehousing and distribution services.
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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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This is a REMOTE ANAPLAN SOLUTION ARCHITECT opportunity in the United States on the IDSP SUPPLY CHAIN CONSULTING team at NTT DATA for candidates who are authorized to work in the United States.
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This position will work with lighting sales, engineers, construction coordinators, Supply Chain partners and vendors to facilitate material processes to support lighting's goals of net income and customer satisfaction.
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Demonstrated experience with:Performing internal control reviews and user security risk assessments for customers running Microsoft Dynamics D365 for Finance, Microsoft Dynamics D365 for Supply Chain and/or Microsoft Dynamics AX2012.
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Collaborate with Director, Supply Chain to deliver owned channel forecasts and ensure alignment on demand plan. 1 and #2 brand in multiple grocery chains like Shoprite, Market Basket, Hannaford and more.
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Reporting to the Director of Transportation, the Transportation Sales Executive is responsible for driving new sales with Stord Freight, LLC (CVLT), a dynamic freight brokerage operation specializing in Dry Van, LTL, and Dray for Enterprise shippers through SMBs. Stord Freight serves as a standalone brokerage for shippers as well as a value-added function as part of Stord's overall Supply Chain solutions for its customers in its fulfillment network.
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Minimum 5 years of experience in SAP ERP and SAP S/4 HANA or SAP ECC roadmap initiatives that help clients pivot to the new and enable new capabilities, preferably in the Supply Chain domain.
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Principal Transportation Planner - Southeast/Mid-Atlantic Region page is loaded. Principal Transportation Planner - Southeast/Mid-Atlantic Region. in urban planning, public policy, economics, environmental science, transportation/civil engineering, or related subjects, or equivalent professional experience.
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The SIU Investigator works under minimal supervision outside the office and would have access to transportation. Provides office training to ensure recognition of potentially suspicious or fraudulent files in the branch.
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Kimberly-Clark is looking for an ambitious, self-driven and talented individual to lead our Manufacturing Technology (MT) and Process Advancement (PA) efforts for the Enterprise Supply Chain.
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The Supply Chain Manager is responsible for managing the end-to-end procurement process including category management, sourcing, negotiation, contracting and supplier performance management primarily for Marketing services.
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The application security engineer is an important member of the KION Supply Chain Solutions (SCS) Global Software R&D team. Hands on experience with security tools such as Qualys, Nessus, SonarQube, Veracode, Burp Suite, Nexpose, Snort, or MetasploitExperience with cloud platforms (e.g., AWS, Azure, GCP) and containerization technologies (e.g., Docker, Kubernetes.
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Full Remote SAP Supply Chain Senior Analyst (Full Time - Matching K - Strong PP Experience Required)
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Creates and maintains comprehensive documentation of system configurations, changes, training materials, functional specifications, and user guides for SAP modules within the supply chain domain.
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transportation training supply chain jobs Title: transportation in Georgia, GA
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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.
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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.
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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).
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.