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Salary Range: $24-$27 per hour depending on experience and language capacity $500 sign-on bonus to be paid after six months of employment with a positive review. FCR is a community based non-profit agency and is seeking a passionate, creative, motivated, flexible person to provide case management within our Transitional Housing Program.
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Help mature and harmonize our Daily Management Methodologies (Tiered Communication Process, Gemba, LSW, LPA, and 6S + RTFT Board)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.
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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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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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Every day, our 7,500 switchers located in 12 countries (Europe, Middle East, Pacific Asia & Africa) connect their six thousand billion neurons to tackle the task of the century: switching to low-carbon energy.
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Previous experience with Six Sigma/Process Excellence Tools, Training, and/or Certification is preferred. APICS American Production Inventory Control Society or CPM Certified Purchasing Manager certification is preferred.
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Six to nine months of additional Radiologic technologist experience, beyond formal training program, to become proficient in all phases of assigned duties. Current Massachusetts license to practice as a radiological technologist required.
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Collect data and execute/conduct various analytical/statistical analyses and interpretations as part of process improvements and day-to-day support. Understanding of the NPI (New Product Introduction) process and Process Validation expertise is preferred.
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Minitab) with the ability to preview, graph and analyze data and be able to present data that facilitates/drives decision making. Experience working in both an FDA and European regulatory environment in manufacturing/operations.
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NCR ATM Certification should be obtained within three (3) to six (6) months of entry into the position. Provide maintenance and repairs on Financial/ and other electro-mechanical equipment at various locations within assigned territory.
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Six Flags discounts. At Next Step Healthcare, we know that working in the healthcare industry is more than just a job - it’s a way of life reserved for the most compassionate, caring, and hard-working individuals.
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Minimum six months full-time nursing practice in the APRN specialty is required. Providing primary and specialty healthcare, Family Nurse Practitioners work autonomously or with other healthcare professionals to deliver complete family-focused care.
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Certified Lean/Six Sigma Yellow Belt preferred. Experience with Lean/Six Sigma methodology. Woodgrain, Inc. is headquartered in Fruitland, Idaho with six divisions and over 45 manufacturing and warehouse facilities throughout the United States and South America.
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We are seeking a highly motivated Senior IBP (S&OP) Analyst to join our world-class team at Johnson & Johnson. Johnson & Johnson is an Affirmative Action and Equal Opportunity Employer.
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Johnson & Johnson is currently seeking a Sales Training Specialist to join our Spine Sales Training Team to be located on-site at our Raynham, MA office. jnj.com For more than 130 years, diversity, equity & inclusion (DEI) has been a part of our cultural fabric at Johnson & Johnson and woven into how we do business every day.
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six sigma jobs Company: Johnson in Raynham, MA
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.