Milwaukee Job Listings

Details: Job ID: 109191 Title: Director, In-Market Lead HR Partner – Columbia St. Mary’s, Wisconsin Location: Wisconsin, in-market position Department: Ministry Wide HR Function - Wisconsin Ascension ( www.ascension.org ) is a Catholic healthcare organization dedicated to the transformation of healthcare through excellent clinical care throughout the continuum of care and through innovation. Ascension is the nation’s largest Catholic and non-profit health system, providing the highest quality care to all with special attention to those who are poor and vulnerable. Last year Ascension provided $1.8 billion in care of persons living in poverty and community benefit programs. Its Mission-focused Health Ministries employ more than 150,000 associates serving in more than 1,900 sites of care in 23 states and the District of Columbia. Ascension’s direct subsidiaries provide services that include healthcare delivery, medical equipment management, treasury management, resource and supply management, venture capital investing, physician practice management, and risk management. Job Summary: The In-Market Lead HR Partner (HRP) is a strategic role that is fully dedicated to the assigned market to enable operating partners’ strategic and operational HR needs and responsibilities and provides leadership for In-Market HR Partners, Labor Relations Associates and Associate Relations associates. Reporting directly to the Vice President, Human Resources Michigan Market, and serving as a member of the market senior leadership team, the In-Market HRP Lead helps drive the business forward by developing and implementing integrated and aligned organizational capability strategies to achieve Ministry operating goals and objectives. The In-Market Lead HRP is directly involved in the major decisions of the business, including the formation of strategy, the design of the organization and the implementation of the business model. In this regard, the incumbent advances management’s capability to effectively steward their Human Resources responsibilities. This role will be required to ensure the effective coordination and implementation of all HR strategies and initiatives throughout the market served. Responsibilities: STRATEGIC FOCUS ​ The In-Market Lead HRP Lead must be capable of demonstrating deep knowledge of the organization’s goals and business strategies in order to develop corresponding and aligned HR talent strategies to support the business. This requires proactive, forward-thinking to develop integrated HR plans that fit and support the larger business plan. More specifically, the HR Partner strategist: Plans and executes HR strategy. In partnership with senior leadership, leads the definition and execution of long- and short-term strategies that proactively address the human capability and cultural requirements to sustain and advance the mission. Consults with leaders at all levels of the organization to understand, shape and influence strategy to integrate talent and organization considerations into the strategy process. Understands operating partner’s business model and objectives and contributes to the development/implementation of integrated business and HR strategies that align with those objectives. Creates and implements an integrated human resources and operating plan that aligns people strategies with current and emerging business strategies. Participates in regular assessments of the organization's strengths and risks, regulatory and industry trends, and labor market dynamics as they relate to the operational, financial and clinical drivers of the health ministry. Manages the planning, forecasting, and execution of long range workforce capability plans. Interprets workforce strategy into a planning forecast to meet the needs of the business. Facilitates workforce planning, leveraging HR analytics, talent assessments, succession planning, development of high potential talent. Advises leadership and presents necessary information in their business unit(s) on the formulation and administration of plans and policies for human resource activities. Conducts regular analysis of the progress toward the plan and makes adjustments in the execution to ensure the plan is met. PARTNERSHIP FOCUS Market leadership needs a strong HR leader is a true business partners. The In-Market Lead HR Partner will need to have a command of the HR Partner Model, be functionally knowledgeable and must understand the business, they need to have credibility, provide solutions, assist with neutral counsel and lead change. More specifically, in this role the In-Market Lead HR Partner: Ensures the capabilities and skills of the HR Partners and Associate Relations team in the market are consistent with the needs of the market leadership Partners with business unit leadership and management to align and execute integrated HR strategies based on business objectives and operational plans of the designated business unit. Oversees the development of strategic relationships with division/market/region leadership and is the primary human resources partner for assigned business unit(s). Uses the business strategy to drive HR activities. Demonstrates clear and consistent understanding the business and financial model. Demonstrates knowledge of what drives success for the business. Demonstrates understanding of business metrics (profit, margin, ROI, free cash flow, productivity). Determines the skills and capabilities that are needed to deliver the business strategies. Identifies top talent and matches them to business-critical roles. Determines the organizational risks that could jeopardize Ministry success. Designs organizations that deliver outstanding business results. Is an effective sounding board for leadership, providing impartial, confidential and reliable advice and counsel. Establishes credible relationships through demonstrated understanding of the pressures operating partners face to deliver results thus, providing practical organizational solutions. Collaborates with the HRMWF Centers Of Expertise (COE’s) to effectively broker and deliver HRMWF company-wide and local programs, services and initiatives that are aligned with business. Facilitates partnerships with HRMWF peers and other members of the regional and/or global HR teams to implement talent strategies. Partners with appropriate Centers of expertise and ministry leadership to define and execute integrated change plans that successfully address the technical, cultural and political aspects of change. EXECUTION FOCUS Implements talent strategies and programs in support of both short and long-term business objectives with the overall goal of attracting, retaining, and developing the best talent for the organization. Drives informed decision making through the use of data and metrics to identify trends, determine root causes of issues, and develop effective solutions. Leads organization efforts to maintain positive associate relations/labor relations through consistent consultation, interpretation and application of policies and procedures, effective associate communication, relevant management training and timely issue resolution. Conducts gap analyses and needs assessments to diagnose organizational effectiveness issues, opportunities and risks. Develops and implements and recommends organizational effectiveness interventions and solutions to address gaps. Aligns and allocates resources appropriately to achieve organizational priorities across multiple locations and geographies. Provides guidance to leadership related to policies, coaching, counseling, career development and performance management. Sets the performance expectations and requirements for market HR Partner teams toward the implementation of greater organizational effectiveness interventions, services and programs. Develops and coaches team members to fully leverage talents and skills. Provides process leadership in building organization and people capabilities required to enable the achievement of operational, clinical and financial results that support mission vitality. Ensures the implementation of key processes and capabilities to support learning and growth for the organization. Implements system-wide, standardized human resource policies and procedures. As appropriate, oversees competitive labor agreements negotiated by the Associate Relations and/or the Associate Relations Specialist or Labor Relations Specialist in their assigned business unit. Develops workforce effectiveness interventions designed to create an environment free of third-party interference between leadership and associates. Prepares and presents HR initiatives and programs to management and employees. Defines and executes change initiatives that advance the mission, promote values integration, increase organization effectiveness and improve ministry results. Provides expert consultation to senior leadership in managing employer risks; ensures compliance of human resources data management and reporting, HR processes and practices with all applicable laws, regulations and policies. Monitors changes in legal and regulatory requirements in collaboration with legal services. Partners with business unit leaders to develop and deliver strategic human resource solutions to achieve defined business unit goals. Acts as the lead consultant in providing strategic, financial, and operational direction for assigned HR programs. Diagnoses organization issues and determines root causes to develop evidence-based recommendations, business cases, and action plans. Directs and manages staff. Ensures delivery of quality and timely Human Resources policies, programs, processes, systems, and services to all System Office leaders and associates, including benefits, performance management, recognition, associate relations, corrective action, and wellness. Coaches leaders and associates and lead projects that enhance individual and organizational performance and to address priority organizational needs and issues. Participates with other leaders in the Human Resources department to create a high performing, cohesive, customer-service focused team. Interprets and, in consultation with the Legal department, provides guidance on human resources and employee policies, regulatory compliance, and procedures. Oversees and manages labor relations matters and activities. Provides advice on interpretation of collective bargaining agreements. Establishes and maintains a constructive and collaborative relationship with business agents and/or representatives of recognized labor organizations. Participates in development of successful strategies for leading facility based collective bargaining. Serves as chief spokesperson in bargaining at the facility.

Details: Chief Clinical Officer Ascension is a faith-based healthcare organization dedicated to transformation through innovation across the continuum of care. As the largest non-profit health system in the U.S. and the world’s largest Catholic health system, Ascension is committed to delivering compassionate, personalized care to all,with special attention to persons living in poverty and those most vulnerable. In FY2015, Ascension provided nearly $2 billion in care of persons living in poverty and other community benefit programs. Approximately 160,000 associates and 36,000 aligned providers serve in 2,000 sites of care – including 137 hospitals and more than 30 senior living facilities – in 24 states and the District of Columbia. In addition to healthcare delivery, Ascension subsidiaries provide a variety of services and solutions including physician practice management, venture capital investing, investment management, biomedical engineering, clinical care management, information services, risk management, and contracting through Ascension’s own group purchasing organization. Job Summary: As Ascension continues our Strategic Direction journey toward high-quality, low-cost, person-centered care for all, the rapidly evolving healthcare environment requires us to accelerate change, engage collaboratively, and work together as an integrated ministry. This position, in a dyad relationship with the Chief Operating Officer, supports this endeavor through responsibility for developing and managing the clinically integrated system of care with accountability for clinical and operational performance across the continuum of care. The Chief Clinical Officer (CCO) will be responsible for leading operations across the clinically integrated continuum of care including the employed medical group, affiliated providers, owned sites of care and other partners participating in the network. He/she will ensure the strategic positioning for the Ministry Market focusing on the growth and the development of the systems of care. This executive is accountable for the achievement of Clinically Integrated System of Care targets and leads clinical performance improvement for the system. He/she recommends key aspects of Clinically Integrated System of Care performance management, including care excellence performance metrics, to Care Excellence. The CCO directly manages, as part of the dyad with the Operations Leader, various roles which could include the following: Chief Medical Officer, Chief Nursing Officer, Medical Group Leadership and other operational roles as defined by the market, including the oversight of Home Care and Senior Care. Responsibilities: It is assumed that all duties and responsibilities will be performed in a manner which is consistent with the mission and reflects the Core Values of Ascension Health: Service of the Poor, Reverence, Integrity, Wisdom, Creativity, and Dedication. These responsibilities include: Overall: Responsible for overall Ministry Market strategy for integrated service offerings and approach for developing the Clinically Integrated Systems of Care. Provides strategic leadership and guidance in anticipating and seizing opportunities for growth within the Ministry Market. Provides input to the Chief Strategy Officer regarding Ministry Market strategy, acquisition targets and major capital investments Accountable for Clinically Integrated System of Care performance targets. Determines providers and facility/continuum entities to partner with in order to provide the continuum of care across the Market Ministry. Assists the Chief Strategy Officer in determining the type of partnership model to pursue – Ascension-managed or externally managed. Determines who should participate in clinically reliable process design and implementation approach in-market. Provides input on the design of risk-based arrangements, payers to approach for fee for value contracts and contract terms. Leads Clinically Integrated System of Care performance improvement. Oversees onboarding and management of facility/continuum partners. Gives input to Care Excellence for the roll-out of new patient/member experience models and priority areas for clinically reliable processes. Determines what resources/tools the Ministry Market should offer to affiliated providers. Develop a clinical vision to transform the way that care is delivered throughout the market. Development/Growth of Clinically Integrated System of Care: Provides leadership to develop, operationalize and continually improve Clinically Integrated Systems of Care in the Ministry Market, including the conceptualization and development of innovative business and care models that align incentives towards achievement of the Quadruple Aim and the identification and development of partnerships for the Clinically Integrated System of Care. Determines overall needs for the Clinically Integrated System of Care to ensure network adequacy and promote growth; attracts and retains aligned and employed physicians/other providers. Identifies and develop partnerships with area facilities and community organizations which share Ascension Health’s values. Recommends and manages to Clinically Integrated Systems of Care performance targets; determines interventions necessary to improve performance. Provides leadership and guidance in the ongoing implementation of flexible and innovative physician alignment strategies which foster a commitment to clinical quality and patient safety, enhance patient experience and emphasize and promote the Ministry Market’s commitment to forging long-term partnerships with its physicians. Person-Centered Care: Champions quality and safety efforts within the Market; ensures implementation of clinically reliable process standards and patient experience improvements established through Care Excellence. Ensures physician practice standards developed by Physician Services are achieved. Recommends and manages to quality/safety/experience targets; determines what performance improvement should be undertaken in the Market. Operations: Ensures that market performance is aligned with Ascension Health’s practices and standards of excellence and determines interventions necessary to improve performance. Provides leadership to Ministry Market efforts to achieve balanced performance metrics in a manner which includes indicators related to patient and physician experience, clinical quality, and patient safety. Collaborates with Performance Excellence to define needs and provide feedback on Delivery-wide services. Recommends and manages to employed physicians performance targets based on measures and guidance set by Physician Services. VIRTUOUS SERVANT LEADERSHIP Ascension is committed to virtuous servant leadership as an essential enabler of our Integrated Ministry, and provides opportunities for leaders to grow in virtue. These behaviors are enabled by trust between and among community members. These virtuous servant leadership capacities are demonstrated in the following expected behaviors which include, but are not limited to: Maintains a Centered Presence Ensures effective leadership presence Is minded and flexible Recognizes and suspends inherent personal biases Is mutually supportive Commits to Effective Interactions and Decisions: Communicates fully and transparently and listen in a non-defensive posture Recognizes that because each leads, each supports, and each follows at different times, my contribution will always be valued but my input will not always be acted upon Is decisive, willing to choose challenge over comfort, even in the face of incomplete information after allowing time for discernment Step-ups to disagreements as a way to test one’s ways of seeing and thinking with others and find common ground Holds Oneself and Others Accountable: Embraces shared goals and take individual responsibility for achieving system vision Proactively identifies and resolves divergent priorities to ensure alignment across Ascension Internalizes and incorporates successes and failures to drive future performance KEY COMPETENCIES Cultivates Partnerships: Initiates and maintains strategic relationships with stakeholders inside and outside the health ministry (e.g., physicians, politicians and lobbyists, payers, suppliers and community representatives) to advance shared goals; seeks and considers stakeholder perspectives and promotes fairness in dealings with others. Leverages Market Opportunities: Uses one’s understanding of key market drivers to create ministry, community and patient service opportunities and/or expand into new markets or innovative patient services. Sets Ministry Strategy: Establishes and commits to a long-term strategic direction after considering clinical and financial data, resources, market drivers, and impact on mission, vision and core values; takes responsibility for the collective ministry strategy; anticipates and responds to shifts within the market, technology, or policy environment that influence the delivery, management, and financing of healthcare. Achieves Values Based Results: Sets high goals, consistent with our values, for personal and group accomplishment; tenaciously works to meet or exceed those goals; measures progress and derives satisfaction from goal achievement and continuous improvement. Models and Demonstrates Integrity: Genuinely cares about people especially the poor and vulnerable; communicates openly and honestly to foster trust relationships among colleagues and those we serve; recognizes and understands that leadership is a Call to Serve Others and that this service is a Commitment to Life; fosters personal growth and demonstrates reverence. Leads Organization Change: Seeks (and encourages others to seek) innovative ways to improve results by transforming organizational culture, systems, or products/services; adapts strategically to emerging market demands, technology, and internal initiatives.

Details: P2P Specialist, Initiatives Job Summary: Proactively support project and initiative activities through research and documentation, project coordination and management, reporting and analysis, planning and testing, and all other aspects of a project or initiative life cycle. Provide superior client service to the Procure to Pay functional teams and their management, to process partners and Ascension suppliers, and to our Health Minisries and their Associates. Create, organize and monitor key operational metrics to promote efficiency. Responsibilities: Represents the Procure to Pay team as a functional specialist on key projects and initiatives, fostering collaboration and helping to drive tasks to completion. Lead or assist in design, creation and reporting of various initiatives; analyzes trends and gives insight into root causes of issues based on research with operations teams while performing a broad set of assignments and duties that align with the mission, vision, values and goals of the organization. Monitors operational metrics/dashboards to provide recommendations on enhancments and other efficiencies, and to alert management to potential or active issues. Provide Level 2 customer service support for health ministries and their Associates resolving any issues or errors; Successfully handle most non-routine issues, escalate issues that cannot be resolved to management. Performs system tests as prescribed on the test script/plan during UAT, Patches and Bundles, System Upgrades, and other changes/enhancments. Creates documentation of test results with thorough summarization for functional teams and leadership. Lead or assist with projects and initiatives as assigned. Facilitate communication and staff training of system or process enhancements and other projects.

Details: DRS Technologies, Inc. DRS Technologies is a leading supplier of integrated products, services and support to military forces, intelligence agencies and prime contractors worldwide. Focused on defense technology, we develop, manufacture and support a broad range of systems for mission critical and military sustainment requirements, as well as homeland security. Headquartered in Crystal City, VA the Company is a wholly owned subsidiary of Finmeccanica S.p.A. which employs more than 70,000 people worldwide. We offer a competitive compensation package and a business culture which rewards performance. For additional information on DRS, please visit our website at www.drs.com. Company Overview DRS Power & Control Technologies, Inc. is a leading supplier of high-performance power conversion and instrumentation & control systems for the U.S. Navy’s combatant fleet. Products include ship electric propulsion equipment, power electronics equipment, high-performance networks, shipboard control equipment and control panels, tactical displays and specialty reactor plant instrumentation and control equipment. The Division designs, qualifies and manufactures products that help people every day on the ground, sea and in the air. We operate on a 9/80 work schedule, all employees work 80 hrs in 9 days and have every other Friday off. Job Location Milwaukee, WI Position Summary This position requires mechanical and electrical assembly skills used for the assembly of power distribution and conditioning equipment. This position requires that the Assembler be flexible and able to alternate between jobs as workload dictates. Once trained the Assembler may work alone or in a team and is responsible for achieving allocated times for the tasks they are performing with good quality. In order to maintain this position upon hire all candidates must successfully complete the required basic training program for assembly employees in first 45 days, followed by successfully completing production floor hands-on training of approximately 60 additional days. Duties and Responsibilities Assembly and/or wiring of electrical cabinets, including building of production sub-assemblies, using detailed work instructions and standard and specialized hand tools Read, understand and work to product documentation (blue prints, detailed drawings, procedures, etc.) Correctly generate detailed assembly records documenting actions taken Interface with quality representatives, manufacturing engineers, and/or customer representatives to ensure the highest possible quality on product manufactured in the time allotted and/or required With guidance and oversight (from higher level Assembler) assemble, wire, and/or case pre-production products Visually inspect work previously performed by others Perform necessary changes, modifications, and/or repairs as directed Maintain good housekeeping and safe work environment Access and use of electronic data mechanisms such as digital paper and electronic mail Train and/or assist other employees as required Perform other duties and assist in projects, as directed by supervision Basic Qualifications (include education and years of experience required) High School Diploma or equivalent. Ability to read and interpret assembly drawings and wiring diagrams and use as an assembly guide; demonstrated 10th grade reading and math ability Ability to work independently and also contribute as a team member Basic knowledge and ability to use hand tools Basic knowledge and abilty to use a computer Able to follow written and oral instructions U.S. Citizenship required Additional Desirable Qualifications Skills and Knowledge 2-3 years comparable experience strongly preferred Physical Requirements (Lifting, Walking, Bending, Stooping kneeling etc) Ability to lift up to 50 pounds frequently Ability to stand for up to 9 hours a day Walking, lifting, bending, stooping and kneeling The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions. DRS Technologies, Inc. is an equal opportunity/affirmative action employer. We consider applicants without regard to race, color, religion, creed, gender, national origin, age, disability, genetic information, marital or veteran status, or any other category protected by federal, state or local law. DRS-PCT expects to partner with EmployMilwaukee and may also obtain and process referrals from them for this opening; in accordance with any On-the-Job training agreement between DRS-PCT and EmployMilwaukee that applies. #JS #MCSS

Details: Job is located in Madison, WI. We are currently recruiting for a Costing Associate to join the team in Madison. The Costing Associate interprets low to med complexity study designs for pertinent costing requirements and reviews design changes as they apply to the scope of the work, may require more frequent peer review. Additional responsibilities: • Works closely with client managers and other internal partners on low to med complexity study designs and costing of those designs, may require more frequent peer review • Provides workload support in a costing function, typically for a single service line and single site (i.e. Tox or Metabolism) • Has knowledge of the systems being used in the costing function • Provides general information about business units and metrics, processes and operations to customers • Maintain training manuals for the global costing functions • Performs tasks in support of the global costing workload as required • Assists in the costing activities and process improvement initiatives with relevant internal customers • Assists in the creation and implementation of new processes as standards to improve business as a result of process projects • Prepares detailed estimates of labor and material costs using appropriate software; provides clarification on metric and cost information as needed; understand and applies resource metrics; provides labor estimates for quote and contract initiation • Monitors and ensures the timely costing of any changes to the scope of the study/project • Ensures Sarbanes Oxley Compliance from a costing and pricing perspective as applicable Supports costing and pricing SMEs and Operational leaders to update metrics in the costing tools as needed. • Work cross-functionally within the client experience team to resolve quote, contract and billing issues in a timely manner Covance offers a generous benefits package including health/dental/vision, Paid Time Off (PTO), 401k, tuition reimbursement and a lot more – all starting on your 1st day. Covance is one of the world’s largest and most comprehensive drug development services companies, with annual revenues greater than $2 billion, employees in more than 60 countries, and more than 12,000 employees worldwide.

Details: Territory Manager – Farm King Buhler Trading Inc., a leading and growing manufacturer of farm equipment, is currently accepting applications for a Territory Manager for its Farm King division to cover the states of Iowa and Southern Wisconsin. The successful candidate may work out of either state as their home base. Responsibilities: ● Promote and sell the full Farm King line of equipment and parts ● Travel to Dealers, attend meetings and trade shows to promote products ● Build, develop, and grow new and existing customers ● Forecast sales and meet company objectives and targets ● Provide product demonstrations and training ● Deal with warranty and customer concerns, arrange deliveries, provide pricing and act as a liaison between customers and the Parts, Service and Warranty departments

Details: The Facility Maintenance Technician role focuses on delivering the utmost level of customer service through the timely completion of work orders as assigned by the Facility Manager. This role entails, but is not limited to: carpentry, masonry, drywall, painting, plumbing, mechanical systems, electrical systems, office relocations, special event and meeting setups, mechanical inspections, preventative maintenance tasks, and interfacing with sub-contractors. First Shift - $23.00-$28.00/hour Second Shift (3:00PM-11:30PM) - $18.00-$22.00/hour Job Duties Assess and repair minor to moderate HVAC and exhaust system issues Assess and repair minor to moderate plumbing issues Assess and repair minor to moderate electrical issues Repair and reconfigure office furniture as well as install furniture accessories as requested Perform light duty carpentry and fabrication work to resolve issues and accommodate customer requests Perform light duty masonry/flatwork as needed for minor applications across campus Perform drywall repair, inclusive of mudding, taping, and finishing Perform painting, both larger office areas and touch-up applications as needed Perform various monthly preventative maintenance as assigned, such as Fire/Life Safety Inspections Assist with snow-removal and salt application as needed, dependent on severity of snowstorms Move materials and supplies around the campus based on customer and leadership requests Manage a variety of sub-contractors performing work that has been assigned *Job duties may be modified at any time

Details: Award winning ABR Employment Services, a Midwest based workforce solutions company, is on the hunt for an experienced and successful individual to start a sales force with one of ‘Staffing Industry Analysts’ 2015 list of Fastest-Growing Staffing Firms. This is a newly created position, as a COMMITTED and TRUSTWORTHY sales team is essential to take our company to the next level. Reporting directly to the CEO, you will have autonomy to build and hire your new sales force. The office location for this position can be flexible. It can be located in a home office, branch office or the corporate office in Madison. As the new Business Development Manager you will have the ability to produce unlimited earning potential for yourself and your sales staff! ABR has created a culture of being TEAM-ORIENTED , OPTIMISTIC and FUN that has helped us achieve low internal turnover at our branches. ABR supports and engages our employees by offering an impressive 401(K) program that matches $ for $ up to 6% and is fully vested immediately. Why ABR? We are proud to share we were awarded Inavero’s Best of Staffing® Client and Talent Diamond Awards. Fewer than 2% of all staffing agencies in the U.S. and Canada earned the Best of Staffing Award. Only 22% of the 2016 Best of Staffing winners earned the Diamond Award distinction. Diamond Award winners receive the designation after receiving the Best of Staffing Client and Talent Awards at least five years in a row. Our clients and Talent have PRIDE in our partnerships. PRIMARY DUTIES INCLUDE Overall responsibility and accountability for the performance of the sales team Monitoring, tracking and reporting on KPI’s for all of the sales staff, such as 200 sales contacts per week with a minimum of 5 appointments per week, and closing 5 new businesses per month Establishing and maintaining sales territories and goals Developing sales solutions based on clients critical needs and issues Identifying, generating, prospecting, pipeline management and closing new business and on-sites through outside sales activities Accountable for generating business through new sales with medium to large users of staffing services Ensuring all prospects and new clients meet ABR funnel requirements

Details: MUST PROVIDE SAMPLES OF WORK DURING INTERVIEW! Perform Graphic Designer's job which involves managing more than one design brief at a time and allocating the relevant amount of time according to the value of the job. Typical activities include: -meeting clients or account managers to discuss the business objectives and requirements of the job; -interpreting the client's business needs and developing a concept to suit their purpose; -estimating the time required to complete the work and providing quotes for clients; -developing design briefs by gathering information and data through research; -thinking creatively to produce new ideas and concepts; -using innovation to redefine a design brief within the constraints of cost and time; -presenting finalized ideas and concepts to clients or account managers; -working with a wide range of media, including photography and computer-aided design (CAD); -proofreading to produce accurate and high-quality work; -contributing ideas and design artwork to the overall brief; -demonstrating illustrative skills with rough sketches; -working on layouts; -keeping abreast of emerging technologies in new media, particularly design programs such as Illustrator, Photoshop, Acrobat, ; working as part of a team with printers, copiers, staff, other designers which will also include greeting customers, answering phones, taking orders, and helping where help is needed

Details: RESPONSIBILITIES: Kforce has a client seeking a Marketing Associate in Milwaukee, Wisconsin (WI) for a 3-month engagement that could go longer. Essential Functions: Event organization Establishing communities of Practice (Guidance, how to, and getting COP started right) Website content and creation

Details: I have an excellent career opportunityfor an Outside Sales Representative. Our client is looking or a resourceful,energetic and enthusiastic person that possess good interpersonal andcommunication skills. This ideal candidate will be responsiblefor managing existing and potential customer accounts. Must be able to learnthe company’s product line and the market to the appropriate customers. The goalsof this position are not to just maintain but to significantly grow thecompany’s exposure and revenue. This will be accomplished with phone and dailyface to face sales calls. Compensation is a base salary withcommissions and will be determined depending on experience. Company providesexcellent employee benefits such as Vacations, Holiday, Health InsuranceRetirement Savings w/matching and a generous car allowance. If you would like to discuss thisposition in further detail and receive a full job description please send youresume to Greg Lawler at

Details: Looking for 2 nd Shift (2:30pm – 11:00pm) Profile and Tube/Rod extrusion machine set-up and operator. (Company will train the right candidate.) Established and growing Plastic Profile Extrusion Company near Waukesha, WI.

Details: Job Description Compensation (Hourly Range): $25-28/hourly If you are an experienced Manufacturing Development Engineer looking for a position with a leading company, Bartech can help! We are a leading staffing firm and our clients include some of the nation’s biggest companies. Our client has a need for a Manufacturing Development Engineer. This is a contract position; however it is not uncommon for assignments to transition into permanent positions with our client companies. If you have the background we are looking for, and you are interested in an opportunity to get your foot in the door with leading company, we want to talk with you! Manufacturing Development Engineer Job Responsibilities Your specific duties as a Manufacturing Development Engineer will include: Work closely with manufacturing engineer and other cross-functional team members to support planning, design generation and layout of process equipment and test fixtures for current or new projects for manufacturing. Be able to create layouts, drawings, 3D models, tolerance calculations, material selections and construction evaluations or at least able to read and interpret engineering drawings. Work with internal & external suppliers to procure prototype samples and fixtures as needed. Assist in the procurement and coordination of parts for trial runs with engineering. Work in a self-motivated mode to produce high quality work in a timely manner. Make recommendations that would result in more efficient use of manpower, equipment, material, product improvement and product cost reductions. Manufacturing Development Engineer Job Requirements As a Manufacturing Development Engineer you must represent our company well by being responsible, punctual and motivated to go above and beyond the call of duty. You must also be highly detail-oriented and organized with excellent analytic and problem-solving abilities. It is also important that you display excellent verbal and written communication and interpersonal skills. Associates Degree in Engineering Technology 1 – 3 years related manufacturing experience Preferred Qualifications: Molded / Cast products experience Machine/Tool Shop experience Welding experience SAP experience Inventor, AutoCAD &/or Pro/E experience Bachelor’s Degree in Engineering Technology Electrical product design experience Manufacturing Development Engineer Benefits As a Manufacturing Development Engineer with Bartech, you will be working through an established and respected staffing organization with 35 years of serving as a trusted partner to our client companies. We are dedicated to providing our talent with personal, responsive attention, and will assign an employee care representative to answer any questions or concerns that you might have. Depending upon the client, the assignment and your performance, you can find potential opportunities for direct employment. Your hard work and professional dedication will be rewarded with competitive compensation, including benefits. Available benefits for Manufacturing Development Engineer position include (but are not limited to: Exceptional medical, dental, and vision 401(k) Paid time off, including holidays Life and disability insurance Make the most of your experience! Apply now! Applicant must be eligible to work in the US for immediate opening. Keywords:

Details: Ref ID: 04600-9878844 Classification: Credit/Collections Compensation: DOE Accountemps has a Collections Specialist opportunity located in the Greater Milwaukee Area. As the Collections Specialist, you will perform customer and/or commercial collections and resolve customer account issues. In this Collections Specialist position, you will report to the Collections Manager. This company offers a great work environment, good benefits and an aggressive vacation schedule for your first year. This temporary collections assignments offers the opportunity for full time employment for proving candidates.

Details: We have an immediate need for a few carpenters to help finish a project! We are looking for individuals to help with finish work - specifically on trim work. Looking to start next week and will probably go about 4 or 5 weeks - with potential to go longer! Qualified candidates will have: Previous finish carpentry experience in residential or commercial settings. The ability to work in a crew, as well as individually The ability to committ to the full term of the finish project References that can speak to their ability to perform finish work Pay varies on experience! If interested in learning more please apply today! About Aerotek: Aerotek, headquartered in Hanover, Md., is a leading provider of technical, professional and industrial staffing services. Established in 1983, Aerotek is an operating company of Allegis Group, the largest provider of staffing services in the U.S. Aerotek operates a network of more than 200 non-franchised offices throughout the U.S., Canada and Europe. For more information, visit aerotek.com . The company is an equal opportunity employer and will consider all applications without regard to race, sex, age, color, religion, national origin, veteran status, disability, genetic information or any other characteristic protected by law. If you would like to request a reasonable accommodation, such as the modification or adjustment of the job application process or interviewing process due to a disability, please call 888-237-6835 or email accommodation@aerotek .com for other accommodation options. However, if you have questions about this position, please contact the Recruiter located at the bottom of the job posting. The Recruiter is the sole point of contact for questions about this position.

Details: We are currently searching for a Nursing Home Administrator to lead our dynamic team at our Southpointe facility located in Greenfield, Wisconsin. Summary Responsible for the overall management of a facility. Plans, develops, directs, monitors and supports all operational, administrative, clinical, human resources, customer service and fiscal activities for the facility's programs and services. Essential Duties & Responsibilities Ensures the quality and appropriateness of resident / patient care meets or exceeds company and regulatory standards. Ensures compliance with applicable legal, regulatory, accreditation and reimbursement guidelines and standards. Prepares annual budget for facility. Monitors monthly performance of facility in relation to budget and intervenes as needed. Recruits, hires, provides orientation/training, and retains a sufficient number of qualified staff to carry out facility programs and services. Ensures employee performance meets or exceeds expectations and periodic performance appraisals are conducted on a timely basis. Makes sure facility is a safe, clean, comfortable, and appealing environment for residents, patients, visitors and staff in accordance with company guidelines. Ensures all required records are maintained and submitted, as appropriate, in an accurate and timely manner. Completes required forms and documents in accordance with company policy and state and/or federal regulations. Manages all aspects of state or federal government survey processes. Responsible for grievance process from residents, patients, employees, etc. Functions as primary officer for facility according to HIPAA guidelines. Performs other duties as assigned. Supervisory Responsibilities Direct reports to this position typically include the following: Director of Nursing, Medical Director, and other facility department heads. Qualifications Has valid Administrator's license issued by the State's governing Board. Meets minimum education requirements of the State. Prefer one to three (1-3) years experience as a healthcare facility administrator. Proficient in the use of personal computer. Physical Demands & Environment May be required to respond to critical issues on a 24/7 basis. Working in normal office environment, employee may be required to sit, bend, stoop, use keyboard, see, talk and hear. May occasionally lift objects of 10 to 25 lbs. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class.

Details: Construction Superintendent Since 1976, The Redmond Company has been providing exceptional design-build services to our retail, financial, automotive, and grocer clients. As one of the region’s leading design-build firms, we have been experiencing continued growth and are looking add to our team of experts. We believe our staff is the key to our success therefore we are looking to hire technically competent, creative problem solvers, and highly motivated individuals. We are a mid-sized company delivering our clients their visions in a big way. It is imperative that our staff work as a team in a client-focused environment. This position is direct hire and permanent full time. Between jobs our Traveling Superintendents are often brought into our principal Waukesha, WI office to help our Project Managers. Responsibilities: Our Traveling Superintendents work on projects generally throughout the Midwest and South Central United States All of our Traveling Superintendents need to be able to put forth a collaborative effort in the design/build process and must show they are leaders, detail-oriented, organized, excellent communicators, and gives direction well

Details: Senior Auditor Our client is a financial services technology company and they are looking for a Senior Auditor to join their team. With a large and growing accounting and finance team, there is significant opportunity for growth and advancement. The company boasts a team-oriented culture and provides its’ employees with excellent benefits and equips them with the tools and training necessary to succeed. The Senior Auditor will be responsible for, but not limited to the following: RESPONSIBILITIES The Senior Auditor will examine records, documents, transactions and methods for accuracy to ensure recording of transactions and compliance with applicable laws and regulations. Collect and analyze financial and operational data in order to test the adequacy of internal controls, verify compliance with operating procedures or regulatory requirements and evaluate the effectiveness of business processes. Assist in the development of audit programs. Analyze data obtained for evidence of deficiencies in controls, duplication of effort, extravagance, fraud, or lack of compliance with laws, government regulations, and management policies or procedures. The Senior Auditor will prepare reports of findings and recommendations for management. Perform other duties as assigned. Willingness to travel

Details: Intrepid Payment Processing assists small to midsize business owners with a robust revenue and profit building business tool. Let us do the same for your career! From credit card processing which includes debit and check solutions to gift card and loyalty programs, we have a full suite of products that drive new customers, increase repeat business generating more sales. As a Local Sales Consultant, you have the opportunity for daily paid commissions, residuals, and monthly sales bonuses. With an extensive product line and astonishing service, Intrepid Payment Processing offers numerous ways for our outside sales representatives to make great money while helping business owners grow sales, revenue, and profits. Above average income Lucrative sales bonuses paid monthly (Top producer in November 2015 exceeded $8,000) Commissions paid daily $800 to $1,800+ per week earning potential B2B Sales (small to medium sized businesses) Additional commissions for self-generated leads and referrals $800 Good Start Bonus! (Call for Details.) Vast product line to help you sell more accounts which will earn you additional commissions Enthusiastic sales support to help (if needed) you close more deals

Details: Position Summary : Silgan Containers is the largest metal food can producer in the U.S., with 29 high-speed, state-of-the-art manufacturing facilities across the country. The Regional Human Resources Manager, under the direction of two Directors of Human Resources, executes the planning, coordination, facilitation and oversight of labor management, employment, compensation and benefits for multiple union and non-union manufacturing facilities. This position requires skilled navigation of human resource activities in compliance with various state and federal laws. This position has a fair amount of autonomy, leverages the power of influence and is recognized as a service and support role to the organization. Essential Job Functions : Labor Relations Represents the Company as Chief Negotiator in Collective Bargaining, in the final step of grievance procedures preceding referral to arbitration, and in mediation and arbitration proceedings. Writes contract language that is clear, concise and accurately sets forth the intent of both parties at the time Agreement is reached. Works effectively with management to maintain a united position during negotiations, and in the accurate administration of completed Agreements. Promotes and maintains optimum labor-management relations at the locations assigned. Interprets contract language (consistent with its negotiated intent), and provides functional control/guidance to ensure that provisions are effectively administered. Employment & Organization Development Utilize, train and oversee Standard Operating Procedures (SOP) and employment technologies to ensure appropriate and compliant recruitment and development of employees. Train plant level HR employees in human resource policy and procedures and ensure the training of client group supported. Direct or indirect oversight of new hire orientations, employee relations, and employee file maintenance. Lead communications or data gathering of corporate level initiatives such as AAP, EEO-1 or other mandated programs. Lead, communicate or facilitate, in partnership, the recognition of employees to ensure company engagement and increased productivity. Benefit Administration Provide a means for employees to be trained in understanding how benefits work, and benefit options available. Maintain current knowledge of benefit changes in legal interpretations of federal and state regulations. Coordinates the annual Wage and Benefit review process at non-union plants. Assists in the evaluation and direction of insurance claims, research, and costs and benefit analysis of various insurance programs. Coordinates benefit language, updates, and legislation into union plant contract negotiations. Other duties including, but not limited to: Maintain department legal document files. Labor Agreements Letters of Agreement / Memorandums of Understanding Arbitration Awards Other legal documents Monthly reporting Assist in periodic research projects as needed - corporate / plant level. Special HR projects.