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Lean/ Six Sigma Black belt certification preferred. Lean/ Six Sigma Black belt certification preferred. Company Description Waters Corporation (NYSE: WAT), the world's leading specialty measurement company, has pioneered chromatography, mass spectrometry and thermal analysis innovations serving the life, materials, and food sciences for over 60 years.
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Experience using data analysis to drive improvements through the application of Lean and/or Six Sigma tools and concepts; Lean Six Sigma Black Belt certification or above. Facilitator expert in TPM, VSM, PULL Systems, Theory of Constraints, Hoshin Kanri and other Lean, Six Sigma, or Agile methodologies identified to enhance Engagement, Business Agility, and Empowerment at all levels within the region.
Full-timeExpandApply NowActive JobUpdated 29 days ago - UpvoteDownvoteShare Job
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Experience and/or certification in Lean or Six Sigma methodology, APIC/ CPIM certification. Act as an “Air-traffic-controller” between external manufacturing integrations teams & Global Plan/Value Stream Leads for escalation of STEM and systemic external manufacturing supply issues.
Full-timeExpandApply NowActive JobUpdated 25 days ago - UpvoteDownvoteShare Job
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Lean Manufacturing, Six Sigma. Solid Modelling (NX/Unigraphics, SolidWorks, Pro-E). Foundry experience (sand or die casting) is a MUST. 3D Printing, statistical analysis, ceramic cores in investment casting.
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Imbed a culture of quality across the team be a standard bearer for Quality in everything we do at Integer, by assuring adherence to our QMS, facilitating corrective and preventive actions, contributing to the successful attainment of our quality KPI’s and journey to 5 Sigma.
Full-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Strong skills in lean manufacturing or Six Sigma with the ability to lead kaizens regarding TPM, uptime and safety. Strong record of Lean Sigma Tools implementation is desired. With Diversity, Equity, and Inclusion (DE&I) as part of our Social Ambition 2030 and a strategic pillar of our Company culture, Prysmian is committed to the development of an organization that prioritizes talent, where people feel respected, included, and free to fully express their potential just as they are.
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Technical training and experience using Statistics, Lean, and Six Sigma Methodologies is preferred including Measurement System Analysis, SPC, DOEs, Reliability, etc. Review/analyze the effectiveness of PDCA, Six Sigma, Kaizen, Lean Techniques, and/or other improvement tools and programs.
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Understanding of the NPI (New Product Introduction) process and Process Validation expertise is preferred. A thorough understanding of GMP/ISO regulations and validation regulations is preferred. Experience working in both an FDA and European regulatory environment is required.
$90,000 a yearFull-timeExpandApply NowActive JobUpdated 6+ months ago
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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?
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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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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.
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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.