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The role will be highly focused on bench lab work and documentation development to facilitate the successful tech transfer, scale-up, and automation of manufacturing processes for various cell-based products.
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Performing related environmental, health, safety, maintenance, quality, continuous improvement, and production-flow job duties to support plant machinery, equipment, and manufacturing-related initiatives and programs.
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Identify New Technologies: Identify new manufacturing technologies and equipment to and reduce cost and manufacturing risks while promoting efficiencies manufacturing · NPI: Support new product introduction (NPI) and legacy orders working with a team of Program Managers and Project Engineers to meet shipment goals.
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Working knowledge of manufacturing techniques such as injection molding, sheet metal fabrication, welding, machining and 3D printing. The Mechanical Engineer will drive pieces of mechanical design, electro-mechanical packaging, manufacturing, HVAC integration, and civil engineering.
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Education/Experience The QC Supervisor will have a High School diploma or equivalent, three to five years of experience in Quality Control of HMA; or equivalent combination of education and experience.
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Attentively rotating deli/food service items for sale, ensuring quality and safety and product shrink control. Global Partner’s is looking for a Food Service Supervisor/ Deli Lead. Our Fresh Food’s Supervisor is responsible directing and supervising all activities in the deli and food service department and its personnel to achieve merchandising, sales and guest service goals established for the department.
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Job Description: Global Partner’s is looking for a Food Service Supervisor/ Deli Lead. Our Fresh Food’s Supervisor is responsible directing and supervising all activities in the deli and food service department and its personnel to achieve merchandising, sales and guest service goals established for the department.
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Mentoring less-experienced social workers and collaborating with Social Work Supervisor and Senior Social Workers to facilitate the orientation of new employees in assigned area(s), acting as the clinical expert in case consultation; Keeping PACT SW onboarding document up to date as a resource.
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Keeps accurate daily balance sheet of cash received and tickets sold; balances sales and change bank and submits cash to Box Office Manager or Supervisor for audit. Performs related duties as assigned by Box Office Manager or Supervisor.
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Recognized as a technology leader, Sanmina Corporation provides end-to-end manufacturing solutions, delivering superior quality and support to Original Equipment Manufacturers (OEMs) primarily in the communications networks, defense and aerospace, industrial and semiconductor systems, medical, multimedia, computing and storage, automotive and clean technology sectors.
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5+ years of proven experience utilizing Six Sigma/or Lean Manufacturing initiatives in a production environment. Execute LEAN manufacturing techniques and design. Lean six sigma green belt certification is preferred.
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These markets include aerospace and defense, factory automation, air and water quality environmental monitoring, electronics design and development, oceanographic research, deepwater oil and gas exploration and production, medical imaging and pharmaceutical research.
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In this role within Eversource's Energy Efficiency department, you will be working with our large manufacturing customers in New Hampshire to develop and execute energy-saving projects. Experience with manufacturing plant operations, including infrastructure and process equipment required, with commercial HVAC systems experience preferred but not required.
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With our rigorous procedures and quality assurance measures, Elliot Hospital can guarantee that all medical instruments are processed with the utmost precision and quality before being used.
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Previous hotel or hospital cleaning experience required
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supervisor product quality lean manufacturing jobs in Bow, NH
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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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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 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.