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As the Production Superintendent, you will lead the operations of a production group to ensure that volume, cost, and quality standards are achieved. Implement the use of Lean Manufacturing tools and systems to improve consistency, reduce cycle time, lower total production costs, and eliminate waste.
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SummaryThe Food Safety Manager position requires a dedicated, hands-on professional who prioritizes quality, safety, environmental compliance with operational efficiency, and a strong commitment to continuous improvement.
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Responsibilities include meeting specific profit, production, and retention goals as developed in consultation with Regional and Area manager. The AFM Production Underwriter is responsible for both new business production as well as renewal retention while maintaining underwriting profit and protecting the company’s assets.
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The Territory Business Manager will coordinate with the rest of the Hematology sales team to share information and develop strategies. Responsible for serving as a territory business owner, the Territory Business Manager will educate high-opportunity, prospect HCPs on Hematology disease state, risk assessment, and Hematology medication to support patient identification and expedite the patient treatment journey.
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Regal Rexnord, a leading supplier in the Aerospace and Defense industry, is seeking a Production Manager who will report directly to the Plant Manager and manage the production operations for a 65 associate, $12 Million, Aerospace business that manufactures a variety of gears.
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One (1) year related production work experience (manufacturing, distribution, meat packing, fast food, etc.) In this role you will support our customers by building products, batching, operating production machinery, and assembling Oatey products for shipment.
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Provides the New Car Sales Manager with accurate floor traffic control data daily. Assist the New Car Sales Manager in establishing and implementing programs that will increase the vehicle gross profit and finance penetration.
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U-Haul is in search of friendly, motivated people for the position of Customer Service Representative.
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The manager will ensure Workplace Services (WPS) to our Utilities businesses are aligned with Enbridge values and business direction while ensuring alignment across North America, while working to develop and continually enhance a network of senior level internal and external relationships to provide agreed deliverables and to support Enbridge.
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As a Part Time Sales Manager, you will be the first face of the brand for growing families. Offer consistent, in the moment feedback to store team and raise performance concerns to Store Manager.
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The Childbirth Educator and Curriculum Manager will be responsible for leveraging Adult Learning principles and methodologies to design, develop, deliver and facilitate virtual and in-person learning through blended instructional technologies.
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The Tax Senior Manager is responsible for tax compliance, tax consulting, project/task management, engagement management, supervision of staff and tax manager on engagements that they lead and ongoing staff development.
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The General Manager in Training will be learning how to manage their direct reports to guide all office, sales and production activities, ensuring the execution of the organizational strategy to achieve maximum customer satisfaction, sales and profitability.
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Work with supply planning to consistently achieve all daily line productivity objectives with no quality or production errors. Directs routine equipment maintenance and set-ups with the maintenance manager.
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Overview of the General Manager role. Our family of brands are Williams Sonoma, Williams Sonoma Home, Pottery Barn, Pottery Barn teen, pottery barn kids, Rejuvenation, Mark & Graham, west elm, or Outward.
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Title: production manager Company: Hire Life Recruiting And Consulting in Maple Heights, OH
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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.
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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.
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.