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Three years experience as a supervisor or team leader, which may include oversight of paid staff, volunteers, or alternative workforces. Maintenance Supervisor I-IV. Under the direction of the Cedar Hill State Park Superintendent and Assistant Park Superintendent, this position performs highly advanced (senior-level) supervisory maintenance and construction work including serving as the team leader for maintenance.
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Provide support and assistance to other Process Supervisors, Pyro-Process Supervisor, Mill Engineer and the Relief Supervisor when needed. The Process Supervisor is responsible for the over-all operation of the plant process during the assigned shift.
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ABOUT THE ROLE Under the direction of the Production Supervisor, the Production Technician is responsible for maintaining and monitoring efficient operation of all production processes.
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One or more years working as a supervisor in a retail setting. Working at Dallas Love Field Airport. For over 30 years, Hudson has met the needs and wants of travelers in more than 1,000 duty-free, duty-paid, and food & beverage stores.
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NOTE: TPWD is an equal opportunity employer. This position is for the Cedar Hill State Park. To view the full job posting, and to apply, please visit the Texas Parks and Wildlife website. Location : 285 Uptown Blvd. Cedar Hill TX, TX.
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The Salvation Army , an internationally recognized non-profit, faith-based organization, has an opening for a
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The Electrical Supervisor schedules, coordinates, and assigns duties for plant electrical maintenance and repair work. Additional duties as assigned by the supervisor. The Electrical Supervisor schedules, coordinates, and assigns duties for plant electrical maintenance and repair work.
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POSITION SUMMARY: A Production Line Worker I is a general laborer responsible for safely and efficiently performing general labor duties at a glass recycling facility. Process and sort materials through a production line which may require standing.
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This role consists of managing and leading the RF Sensor program production scope, as well as production activities, including cost, schedule, and quality, for multiple manufacturing sites, engineering labs, IRAD efforts, and multiple external suppliers.
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Cross-trains as directed and is willing to work at any production position in the plant, on an as needed basis. Ability to learn production operations. Come be an Employee-Owner of one of the nation's largest producers of metal roofing and siding.
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The Utility Worker primarily works in the outside production area of the AmeriGas Cylinder Exchange facility. Environmental conditions such as wind, rain, ice, and snow may affect this job, as the production area where the employee spends most of the workday is not enclosed.
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The Area Supervisor is a member of the Store Leadership who is responsible for a specific, assigned area of the Store as well as the general operations and supervision of the Store when functioning as the Manager on Duty. Area Supervisors are responsible for opening and closing the Store, supervising Associates, and maintaining a friendly, easy to shop environment.
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The position of Maintenance Supervisor reports directly to the Property Manager. The position of the Maintenance Supervisor is one that will reiterate our corporate philosophy each time contact is made with a ZRS MANAGEMENT resident.
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As a Production Manager, you are a key team member in upholding our commitment to customer satisfaction and professionalism. You will coordinate and guide residential and commercial painting jobs though the scheduling and production stages and serve as the focal point for communication among the various involved parties.
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The Shift Supervisor Trainee role is an entry-level, short-term role that prepares an employee to perform a higher-level supervisory role, such as Operations Supervisor or Shift Supervisor.
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Title: production supervisor Company: Gestamp in Midlothian, TX
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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?
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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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.