Technical Operations

Technical Operations

DSJ Global: A Leading Supply Chain Talent Partner in Technical Operations

According to a recent article from The Telegraph, the harsh reality is that 60% of small businesses in the UK fail within the first three years of their existence. One of the primary culprits behind this unfortunate statistic is the poor implementation of technical operations. Without effective technical operations management, a company will undoubtedly struggle to achieve its goals and meet crucial deadlines.

To overcome this challenge, a skilled technical operations manager is essential. They must possess the ability to anticipate the company's needs, taking into account the business's scalability. Striking the right balance between technical expertise and managerial acumen is crucial for success.

This is where DSJ Global steps in as a leading talent recruiter, specializing in delivering mid-senior end-to-end supply chain talent. Our expertise lies in securing business-critical talent through various recruitment solutions, including permanent, contract, and multi-hire options. Our focus extends to planning, procurement, technical operations, engineering, and logistics services.

At DSJ Global, our core values guide our every action. We are committed to delivering a streamlined service that is nothing short of exceptional. By uniting talented professionals with industry-leading companies worldwide and investing in cutting-edge technology, we ensure consistent, outstanding service tailored to our customers' needs and preferences.

Put your trust in DSJ Global, and let us help you thrive in the competitive supply chain landscape. With our unwavering dedication and customer-focused approach, we deliver results that truly matter.

If you're a candidate, please register your CV and get discovered for all relevant roles.

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Benefits of working with DSJ Global’s technical operations team

We are a trusted talent partner. When working with DSJ Global’s technical operations team, you can expect to receive:

14 Years of Experience and Knowledge in Planning Industry

Over 14 years of experience and professional knowledge

Up-to-Date Networks

Access to an exclusive network of clients and active and passive candidates

Guidance and Advice in Technical Operations

Guidance and advice from our Global award-winning talent experts in technical operations

Looking to hire? Request a call back

Technical Operations Jobs

FSQA Lead

Food Safety and Sanitation Lead (Cleveland, Ohio) Are you craving the opportunity to contribute and thrive? This industry leading subsidiary has roots going back over 175 years, and they're seeking dedicated team-players to climb aboard. This position supports the FSQA department in upholding food safety and quality regulations and standards. Responsible for leading numerous sanitation programs and operations as well as providing lab support to ensure compliance and best practices are met. This role reports to the FSQA Supervisor and takes place just outside the Cleveland, Ohio area. The Food Safety and Sanitation Lead will be responsible for: - Constructing sanitation and 5S programs which comply with company-wide expectations. - Ensuring protocols act in accordance with Good Manufacturing Practices (GMP) and Standard Operating Procedures (SOP) as well as similar Food Safety Programs. - Fostering continuous improvement by reporting quality deficiencies and tendencies to facility leadership. - Instructing sanitation operations and FSQA team members as needed. The Food Safety and Sanitation Lead should have the following qualifications: - Bachelor's degree in Microbiology, Food Science, Chemistry, or related field. - Comprehension of HACCP/HARPC, Food Safety Programs and FDA mandates. - 2+ years experience in food production and PCQI certification preferred. Additional Benefits: - Competitive compensation and benefit packages. - Opportunity to engage in exciting projects and partnerships. - Supportive and diverse team of authentic, highly skilled individuals. - Culture dedicated to upholding the health and safety of its community. If you are interested in the Food Safety and Sanitation Lead opportunity, then please do not wait to apply.

Negotiable
Cleveland
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Production Supervisor

Responsibilities: Provide supervision and EHS leadership. Troubleshoot process and mechanical systems. Enforce safety policies. Focus on process improvement. Train and guide staff. Assist in updating procedures. Lead emergency response efforts. Communicate with plant management. Maintain mechanical reliability knowledge. Perform other duties as assigned. Qualifications: Bachelor's Degree 5+ years in petroleum/chemical manufacturing. 3+ years in supervision. Strong communication and problem-solving skills. Ability to work under pressure and build relationships. Confidence in decision-making and adherence to procedures.

US$80000 - US$80001 per annum
Missouri River Township
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Global HSE Officer (f/m/d)

For one of our clients, a globally leading technology conglomerate, we are currently seeking an HSE Officer (Global). Here, you can operate in a dynamic environment with opportunities for personal and professional development. Your responsibilities: Maintenance and optimization of HSE management systems Driving the development and implementation of HSE- and sustainability-related goals Ensuring the consistent implementation of HSE management systems worldwide Familiarity with product-related environmental protection and sustainability Definition and establishment of HSE-related goals, both Top-Down and Bottom-Up Steering and coordinating the HSE community Advancing the safety culture within the company Driving HSE personnel development (including development plans, succession) and HSE organizational development Your qualifications: 10-15 years of experience and knowledge in EHS topics, including ISO 14001 and ISO 45001 Completed university degree in engineering, environmental sciences, EHS, physics, or a comparable field Ideally experienced in working internationally Good communication skills with all levels of employees Fluent in English Benefits: The possibility to work from home (up to 60%) Company pension plan Training opportunities If this sounds like an interesting opportunity for you or you have any further questions, please don't hesitate to contact Inga-Marie Ganssauge! I'm looking forward to your applications. Phone: +49 30 726211409

Negotiable
Germany
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HSE Expert (f/m/d) Europa

Our client, a global leader in innovative products and recycling of Aluminium, is seeking an HSE expert for their plants in Europe. Your responsibilities: Support and drive the implementation of HSE strategies with a focus on occupational health around the European plants Conduct analyses to determine common incident causal factors Develop and implement initiatives targeting those factors Manage the approval and tracking of HSE strategic initiatives Provide accident investigation and hazard recognition training Prepare and participate in audits Your qualifications: 7-8 years of experience and knowledge of HSE topics Experience in the manufacturing environment Good communication skills with all levels of employees Willingness to travel within Europe Fluent in German and English Benefits: The possibility to work from home An attractive salary package including a company car and a company pension plan Corporate benefits from well-known companies (e.g. Apple or Adidas) If this sounds like an interesting opportunity for you or you have any further questions, please don't hesitate to contact Inga-Marie Ganssauge! I'm looking forward to your applications. Phone: +49 30 726211409

Company car
Germany
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EHS Manager

Company Summary: A food manufacturer is looking to hire a new Environmental, Health, & Safety Manager. This individual will manage several direct reports and become an integral member of the leadership team for one of their largest plants across the company. The EHSS Manager will be responsible for: Supervise the creation, execution, and assessment of initiatives designed to mitigate risks and curtail losses related to employee safety, industrial hygiene, fire protection, property damage, environmental considerations, occupational health, and security. Direct and synchronize safety, industrial hygiene, security, environmental, and occupational health programs at the plant, ensuring alignment with Division, Corporate, and legal guidelines. Assure the plant's adherence to Corporate, Federal, State, and local Environmental, Health, and Safety laws and regulations. Engage proactively with regulatory agencies, cultivating and sustaining cooperative relationships. Provide leadership and counsel to management, as well as professional, technical, and support staff concerning EHS&S matters. Establish and uphold a secure and healthful work environment for all plant employees, with a focus on shielding the surrounding community and environment from hazardous exposures. Deliver timely and top-tier training sessions on EHS&S topics to employees across all levels. Execute audits of the plant's EHS&S programs to pinpoint areas for enhancement, ensuring swift resolution of any identified deficiencies. Confirm the acceptability of new equipment, processes, acquisitions, procedures, materials, and chemicals in accordance with EHS&S standards. Coordinate Emergency Response activities for the site. Ensure comprehensive plant wide compliance with all relevant EHS&S laws and regulations, placing a premium on the security of the facility. Interface effectively with regulatory agencies, Division and Corporate personnel, and all tiers of plant employees to foster transparent communication and collaboration. The EHS Manager should have the following qualifications: 6-10 years of experience in the industry and/or exposure in field of business Knowledge of all EHS protocols and necessary government regulations Prior leadership and management experience Bachelor's Degree required; preferably in a related field

Negotiable
Elkhart
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Sr. Lead, Environmental Health & Safety (EHS)

Sr. Environmental Health & Safety (EHS) Leader required for Cutting Edge Aerospace Manufacturing Firm Location: Nassau County, Long Island, New York Plant Operations Leadership Team Job Overview: A prominent company in the Defense and Space Manufacturing sector is in search of a Senior Environmental Health & Safety (EHS) Leader. They are seeking an individual who excels in their field and has a deep passion for their work to be a part of their dynamic and forward-thinking manufacturing setting. The company's ethos is centered around empowering its employees and fostering a balance between work and life. The EHS Leader will have a pivotal role in the company's core expansion, while upholding their dedication to excellence. This role involves direct reporting to the Facilities Manager and managing the daily operational requirements related to Facilities and EHS procedures. The EHS Leader will also be tasked with the onboarding and training of new employees in relevant procedures, carrying out preventative maintenance tasks, and keeping track of related records. Responsibilities of the Sr. EHS Lead: Manage and uphold the overall accountability for EHS and Sustainability initiatives, their execution, enhancement, and supervision Perform internal assessments, checks, and related activities to confirm the ongoing efficiency of the Facilities and Environmental Health & Safety (EHS) initiatives Ensure that buildings are kept in a secure, tidy, professional, and operationally efficient state Take the lead or support in relevant Facilities and EHS regulatory inspections, external audits, client audits, and internal audits Successfully direct emergency preparedness, including hazardous waste training, fire drills, and employee communications Possess computer skills to fulfill work orders from a Computerized Maintenance Management System (CMMS) Capable of acquiring and preserving an active DoD security clearance Qualifications for the Ideal Sr. EHS Lead: Bachelor's degree preferred or equivalent years of relevant experience Master's degree in related field a plus 3+ years prior Aerospace, Defense, or Aviation experience in environmental health & safety in a manufacturing environment Prior experience working with Computerized Maintenance Management Systems (CMMS) Proven on-site emergency response experience Prior experience in an aerospace or defense manufacturing environment Comprehensive understanding of OSHA principles and best practices LEAN/Six Sigma experience a plus Proven leadership abilities Apply Today!

Negotiable
Farmingdale
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Environmental, Health and Safety (EHS) Manager

Environmental, Health and Safety (EHS) Manager required for Leading Aviation and Aerospace Manufacturer Location: LA County, CA Operations Team Job Summary: A leading firm in the aviation and aerospace field is seeking a seasoned EHS expert to become part of one of their most essential facilities. This company, which specializes in a broad range of aerospace and defense applications, requires the manager to oversee various programs, policies, and practices concerning environmental and safety compliance, along with loss prevention. The role of the EHS Manager is vital in formulating and executing programs to ensure adherence to all relevant environmental regulations. Furthermore, they will serve as the facility liaison for internal stakeholders and external organizations regarding environmental, health, and safety issues. Qualifications for the EHS Manager: Bachelor's Degree in a technical field Master's Degree preferred 7+ years EHS experience in an aerospace or similar manufacturing environment 3+ management or leadership experience Excellent communication, interpersonal, leadership and organizational/time management skills Ability to define problems, collect data, establish facts and draw valid conclusions to then imitate appropriate course of action Ability to write reports and business correspondence and effectively present information to groups Responsibilities of the EHS Manager: Create and manage training and communication initiatives related to Environment, Health, and Safety (EH&S) such as HAZCOM, HAZMAT, confined space, personal protective equipment, Material Safety Data Sheets (MSDS), Job Safety Analysis, and others Conduct orientation programs for new employees and contractors focusing on safety Manage and support corporate, local, state, and federal health and safety regulatory compliance. Develop, implement, and communicate safety policies and procedures Monitor all training activities and developing yearly training schedules Offer technical assistance and guidance for programs and practices related to environmental compliance. Supervise the handling of wastewater treatment procedures and the operation of environmental laboratories Demonstrate continual focus on improvements and enhancements Apply Now!

Negotiable
Los Angeles
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Director Of Quality

Director of Quality - Industrial Equipment Manufacturing Introductory paragraph: DSJ Global is currently working with a leading industrial equipment manufacturer in Urbana, OH to find an experienced and dynamic professional for the role of Director of Quality. The successful candidate will be responsible for ensuring that all products meet quality standards while managing senior management teams across multiple locations. Qualifications: - Bachelors degree - 10+ years experience in quality manufacturing - 5+ years experience at the Senior Management level - Sheet Metal Fabrication Experience preferred Skills: Quality Management | Consumer Electronics| ISO9001 Certified | Six Sigma Black Belt If interested in this oppurtunity, please apply below.

Negotiable
Urbana
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Production Manager

Production Manager Location: St. Louis, Missouri Position Summary: DSJ Global is currently partnered with a global specialty chemical company in Missouri, who is seeking to recruit a talented Production Manager, that will lead the production department in the safe, sustainable, customer-focused delivery of manufactured goods. A qualified candidate will exhibit relentless pursuit of continuous improvement in operational excellence by developing excellent production process understanding, driving a continuous improvement culture, and identifying and implementing projects and process improvements. Job Responsibilities: Develop and maintain full understanding of the chemical and process hazards presented by production processes Ensure operational discipline within department for consistently safe choices and drive/sustain 5S initiatives Lead, direct, and manage the production team, to ensure the team has clear direction and expectations Continuous occupational S/H/E improvement to ensure a safe workplace and environmentally sound operation Deliver operational excellence in the attainment of production requirements and customer satisfaction Complete high-level capital project budget estimates and requests for capital expenditures for assigned projects Contribute to the development of capital expense plans and budgets, including project justification Essential Job Requirements Bachelor's Degree 5+ years related experience in a chemical manufacturing environment Experience batch reaction processes SAP Experience Experience with highly hazardous chemicals

Negotiable
Missouri River Township
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Plant Manager

An international Paper and Printing Company is hiring a Plant Manager in Chesapeake, Virginia! As the plant manager, you will be responsible for overall site operations. You'll be in charge of creating a safe work environment, quality assurance, developing teams, meeting target KPIs, and driving continuous improvement efforts. If you are a motivated individual with that's ready to make a clear impact at their next company, this is the perfect opportunity for you! The Plant Manager will: Oversee all operations at a mid-sized printing facility Promote safety as the #1 priority Champion continuous improvement initiatives and promote a lean culture Analyze and act upon daily KPIs to lead the team to success The Plant Manager must have: Bachelor's degree in engineering, industrial operations, or business 5 years experience leading a team in the paper or printing industry Formal training in Continuous Improvement methodologies (e.g. experience leading Kaizen events, TPS, Lean Six Sigma, etc.) Great attention to detail If you're a highly analytical individual ready to lead a team to success, please apply today!

Negotiable
Chesapeake
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Food Safety Quality Assurance (FSQA) Supervisor

A leading Food manufacturer is seeking a Food Safety and Quality Supervisor Title: Quality Supervisor - Food Safety Manufacturing Plant Leadership Team Location: Greater King of Prussia, PA Area A leading multi-billion dollar food and beverage manufacturer is seeking a strong Quality Supervisor - Food Safety to ensure their products are held to the highest standards. The FSQ Supervisor will oversee a team of quality professionals, and make proactive changes to the quality program as needed to ensure issues do not persist. Food, Safety and Quality Supervisor Responsibilities: Develop/lead a team of quality professionals, ensuring company/state/federal standards are being met at all times Participate in plant audits to detect potential quality issues before they arise Utilize root-cause analysis to rectify quality issues and work with team to correct processes to prevent future issues Investigate incidents in the areas of food, quality, and safety, proactively make changes to ensure issues do not persist Work cross functionally to maintain plant compliance, and ensure plant operations run smoothly Develop/implement improvements in the areas of food, quality and safety Responsible for setting goals in the areas of food, quality and safety and ensuring those goals are met Qualifications for the ideal Food, Safety and Quality Supervisor 2+ years Quality Assurance / Food Safety experience in a food manufacturing or similarly regulated environment HACCP certification a plus SQF certification a plus FSQA experience in a USDA/FDA or similarly regulated manufacturing environment Bachelor's degree preferred Working knowledge of Food, Safety and quality principles Harvesting experience Perks: Internal growth opportunities On-site gym On-site medical facility Comprehensive benefits plan Extensive PTO

Negotiable
King of Prussia
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EHS Manager

A leading food/beverage manufacturer is in need of an Health, Safety and Environmental (HSE) Manager Job Title: Health, Safety and Environmental (HSE) Manager Heavy Emphasis on Environmental Location: Greater Portland, Oregon A leading food/beverage manufacturer is seeking an experienced HSE Professional who will be a key player in ensuring federal/local regulations are being met. This role has a heavy emphasis on environmental safety and will be a subject matter expert in those areas. As the HSE Manger you will ensure environmental compliance within the plant and across the wider organization. This role has a strong emphasis on Environmental and Sustainability. Responsibilities of the Health, Safety and Environmental Manager Ensure compliance with local/federal regulations in the areas of environmental safety Be a subject matter expert in the areas of health, safety and environmental Develop training material/train staff against the material in the areas of environmental safety Lead the team in sustainable development Work cross functionally to maintain environmental compliance is being met across the plant Perform environmental inspections and audits Maintain environmental program for the plant Drive sustainable efforts across the organization Conduct wastewater analysis Qualifications for the ideal Health, Safety and Environmental Manager Bachelor's degree in sciences strongly preferred Must have experience with wastewater treatment Gas emissions experience preferred 3 - 7 years environmental/engineering experience Knowledge of environmental codes/regulations Clear and confident communicator Benefits Comprehensive benefits package Competitive compensation Internal growth opportunities Competitive relocation package

Negotiable
Portland
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News & Insights

Energy crisis along the value chain –    Four companies on the road to sustainability  Image
supply-chain

Energy crisis along the value chain – Four companies on the road to sustainability

​​DSJ Global discovered how four companies are saving energy and reducing emissionsRising prices, persistent inflation – what affects private households burdens the supply chain industry to an even greater extent. While energy-saving measures used to be simply related to a company's own Health, Safety, Environment (HSE) and sustainability strategy to reduce its carbon footprint, they are now part of essential processes that could secure long-term cost savings and eco-optimize a company’s future.But what can be done along the supply chain to keep control over rising energy costs? How can firms reduce their carbon footprint to both cut emissions and minimize consumption? Yumiko Moehlmann, Head of Quality & HSE at DSJ Global, asked. Reducing the carbon footprint as a business When asked, "What is your company doing to become more sustainable and save energy?" 51% of participants responded with a clear "reduce carbon footprint." 20% of companies are sourcing more sustainable raw materials for their production while 16% are switching to energy-saving solutions for lighting. 12% also said they are raising awareness among their employees through education and training. To gain further insights, Yumiko Moehlmann personally surveyed her network in the Quality and HSE area on the topic, talking to four companies along the supply chain to provide insights into how their companies are defying rising energy prices - or not. Energy targets firmly anchored in corporate cultureCOO at a global player in the e-mobility sectorThe e-mobility sector is considered a pioneer in sustainability. A global player and client of DSJ Global also pursues this mission at the level of corporate culture. They have clearly defined environmental and energy goals and woven them into their corporate strategy. "We raise awareness on the topic of energy," explains the COO. By visualizing the costs and energy consumption of equipment and production, their company create awareness among employees, who can adjust and optimize their actions and processes accordingly. There are also detailed shutdown lists to ensure that sensitive machinery is operated correctly and that all employees are taught the right procedure. This saves resources and protects the equipment. Furthermore, efforts to switch to the most modern and energy-saving machines support the company’s current measures. Although these machines have to meet certain requirements, they are much more efficient and cost-effective to operate.For example, the global player has already converted to a decentralized compressed air network with small local systems that run when they are needed. Previously, they were in continuous operation even though it wasn't necessary. ​In-house gardening as a delicious solution​Director Global EHS at a tier 1 automotive supplier​One easy-to-implement option for indirectly reducing one's own emissions is to switch to so-called green electricity, i.e. electricity from renewable sources. Electricity from solar, wind or even biogas produces less CO2 during production and is therefore considered better for the environment. Yet upon closer inspection, these promising effects might be lower in reality, according to the Director for Global EHS at a tier 1 automotive supplier. ​This long-time customer of DSJ Global has already converted many areas to green energy. However, the Director was skeptical– he saw it as clear "greenwashing." ​Greenwashing refers to the attempt by organizations to achieve a "green image" through communication, marketing and individual measures without having systematically anchored corresponding measures in the operational business. ​"Electricity is ultimately the same for everyone," says the Director. The percentage from renewable sources doesn't change the fact of how much energy is consumed, he said. Consequently, a widely advertised switch to green electricity is not effective, since ESG must be primarily about reducing the company's own emissions. ​For the Director, however, it would be more effective to switch all light sources in operation to resource-saving LEDs. ​Unfortunately, the biggest problem cannot be solved so easily: According to lifecycle analyses that the automotive supplier initiated for each product, their supply chain leaves the largest carbon footprint.  ​They found that commuting had a particularly heavy impact as well. After two years of pandemic home office regulations, more and more companies are looking to return to the office to strengthen collaboration within departments and teams. ​As the Director explains, his company is currently looking for a solution to make this more sustainable. Some employees have no other choice than their car, but for others, covering the cost for public transportation or even leasing a bike is an option. In addition, smaller on-site office spaces could help reduce emissions if a location has a larger catchment area with longer commutes.​In other areas, there's room for more creativity: some locations of the automotive supplier, the director said, have established in-house gardens to more sustainably source the fresh fruits and vegetables provided to employees each day. "In the past, fruits and vegetables were delivered daily," the Director explains. "Inhouse gardening stops the supply chain and their vans, saving tons of CO2, and the company cafeterias use the homegrown fruits and vegetables instead."​The initiative has been so well received that entire teams are now getting personally involved. In the "Lunch & Learn" format, employees educate themselves via open lectures on a variety of topics while enjoying a company-funded lunch.​Global Sustainability Manager defies initial pessimism​Head of Health, Safety, Environment, Sustainability, Quality, at a global player in the chemical industry​There is less optimism at a company in the CHEMPARK network. The head of HSSEQ sees very little potential – apart from putting a stop to production – for saving energy.​Reducing commuting and the associated emissions as well as the energy required through more flexible home office solutions is only possible to a limited extent in the case of this company, he says. ​But the company does not want to give up. It has recently hired a Global Sustainability Manager and hopes for sustainable change, even if any structures have to develop before they take effect and lead to savings. ​Photovoltaics as an alternative to costly investments​Senior Manager Mineralization at a building materials manufacturer​The possibility of saving energy in cement production is a question that also occupies the senior manager for mineralization of a building materials manufacturer. In fact, the only way to do this, the senior manager says, is to stop production or shut it down – neither of which are economically viable options, of course.​Since the manufacturer buys its electricity on the stock exchange, it’s possible to obtain it more cheaply, yet that depends on the production processes. They need to be optimized to allow for a more cost-effective tariff. ​Another option is to invest in more energy-efficient plants. "Some of our equipment is 60 or 70 years old," the senior manager says. "New machines are inevitably more energy efficient, but realistically we can't replace all the machines because the cost would be far too high."​How his company nevertheless tries to counteract the enormous costs and has been reducing the overall need for externally produced energy for years. Their method of choice: photovoltaic systems on the factory roofs. This is already proving effective: The resulting savings could light up an entire small town. ​Heat recovery as the vision of the future​Senior EHS Manager at a global semiconductor company​Since they are renting in their current location, this global semiconductor company has little room to maneuver. ​"We're turning down the heat, relying on home offices and reduced hours," explains DSJ Global's client. Long-term goals are few and far between since, as a tenant, they can't seek extensive renovations. ​Still, there are innovative ideas: Since the production machines give off a lot of heat, the Senior EHS Manager and his team are working on using this to generate electricity via heat recovery.​Funding for production conversion in sight​As difficult as cost savings and emissions reductions are: A competitive, climate-friendly industry is essential for sustainable growth and the fight against climate change.  ​At the beginning of December 2022, Germany’s Economics Minister Robert Habeck announced climate protection agreements that he would conclude with industry in 2023 to stimulate necessary investments in the use of hydrogen. This is the best alternative to fossil energy sources, especially in the steel and chemical industries. Under the climate protection agreements, companies receive both subsidies and monetary support if they convert to green production.  ​When and to what extent these funds will come remains to be seen. Until then, it's up to innovative ideas like indoor gardens and company-owned photovoltaic systems to make the value chain more sustainable. ​Conclusion​Opinions on how to save energy along the value chain vary widely, Yumiko Moehlmann confirms. "Many companies don't want to or can't change anything, or position themselves better. Others invest a lot in it." ​She sees the promised climate agreements as a positive sign. After all, as some of the examples cited show, companies especially need help with the enormous costs of switching to greener production. ​Yumiko and her team of experts at DSJ Global are closely following how the energy crisis is affecting HSE and sustainability strategies and how different companies are adapting. Whether the companies that are not currently planning any changes will aim for more sustainable production in the future remains cause for speculation.​Your partner for sustainable niche professionals​In addition to HSE talents, our global network continues to grow in the area of Corporate Social Responsibility (CSR) and Sustainability.​Reach out to our talent experts today, to discuss us supporting you with a vacancy, or as a professional keen to make their next career move. ​​Submit a vacancy​Send CV​Contact​Yumiko Moehlmann​Head of Quality & HSE, DSJ Global​yumiko.moehlmann@dsjglobal.com​+49 30 726211418

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Addressing the UK Energy Crisis: Embracing Sustainability Image
supply-chain

Addressing the UK Energy Crisis: Embracing Sustainability

The United Kingdom is currently facing an energy crisis, a situation that has far-reaching implications for various sectors, including supply chains. The depletion of fossil fuel reserves, closure of aging power plants, and overreliance on imported natural gas have strained the nation's energy infrastructure. Factors like extreme weather events and limited investment in new energy infrastructure further exacerbates the situation, leading to potential disruptions in energy supply.In this blog, we will explore the UK energy crisis and the need for sustainability, discuss job opportunities in sustainability, and delve into the impact this crisis is having on supply chains.The Need for SustainabilityTo address the UK energy crisis, sustainability must be at the forefront of the nation's energy strategy. Here's why sustainability is crucial:Climate Change Mitigation: The transition to renewable energy sources is essential to reduce greenhouse gas emissions and mitigate climate change. By embracing sustainable alternatives like wind, solar, and hydropower, the UK can significantly decrease its carbon footprint and align with global climate goals.Energy Security: Diversifying the energy mix with renewable sources enhances energy security. A heavy reliance on imported energy resources makes the UK susceptible to geopolitical tensions and market fluctuations. By developing domestic renewable energy infrastructure, the country can reduce dependence on foreign supplies and increase resilience.Economic Opportunities: Transitioning to a sustainable energy system opens up substantial economic opportunities. Investment in renewable energy projects, research and development, and green technologies can drive job creation, stimulate economic growth, and position the UK as a leader in the clean energy sector.For more information on the need for sustainability, download our latest report on making a case for sustainable business practice.Job Opportunities in SustainabilityEmbracing sustainability in the energy industry not only addresses the UK's energy crisis but also unlocks numerous job opportunities. The transition to renewable energy sources and sustainable practices fosters job creation across various sectors, including:Renewable Energy: The growth of renewable energy requires skilled professionals in engineering, project management, and operations. From installing and maintaining wind turbines to managing solar farms, these jobs offer stable employment prospects while contributing to a greener future.Energy Efficiency and Conservation: Improving energy efficiency is a crucial aspect of sustainability. Energy auditors, retrofitting specialists, and sustainable design consultants play vital roles in reducing energy waste and optimizing energy consumption in buildings, industries, and transportation.Research and Development: Advancing sustainable technologies requires continuous research and innovation. Scientists, engineers, and researchers specializing in areas like battery storage, smart grid systems, and clean fuel development have the opportunity to shape the future of the energy industry.Impact on Supply ChainsThe UK energy crisis has significant implications for supply chains across sectors. Here are a few effects observed:Disruptions in Operations: Energy shortages can lead to disruptions in manufacturing and distribution operations. Businesses reliant on a stable energy supply may experience delays, decreased productivity, and potential bottlenecks in the supply chain.Rising Energy Costs: Escalating energy prices put pressure on businesses' operational costs, impacting their bottom line. Higher energy expenses can strain supply chain budgets and lead to price increases for consumers.Increased Focus on Resilience: The energy crisis highlights the importance of building resilient supply chains. Companies are recognizing the need to diversify energy sources, invest in energy-efficient technologies, and explore localized renewable energy generation to reduce vulnerability to energy disruptions.The UK energy crisis demands a swift transition towards sustainability, and businesses play a vital role in driving this change. If you are a forward-thinking company seeking to build a sustainable business and contribute to a greener future, we invite you to request a call back from DSJ Global.At DSJ Global, we understand the importance of sustainability and the benefits it brings to businesses. Our team of experts specializes in guiding companies by actively providing talent pools with sustainable skill sets, helping you to navigate the complexities of renewable energy adoption, energy efficiency measures, and sustainable practices.By requesting a call back from DSJ Global, you will have the opportunity to discuss your specific business needs, goals, and aspirations. Our knowledgeable consultants will provide tailored advice and solutions, empowering you to make informed decisions that align with your vision of creating a sustainable business.Together, let us embark on a journey towards a cleaner, greener, and more prosperous future. Request a call back from DSJ Global today and take the first step towards becoming a sustainability leader in your industry.

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Should your business offer flexible working? Talent experts at DSJ Global advise  Image
supply-chain

Should your business offer flexible working? Talent experts at DSJ Global advise

The adoption of flexible working has increased over the last few years as technological advancements make it easier to work from anywhere at any time. This has left many companies facing the question of whether to embrace flexible working on a permanent basis. Can the future be flexible in the supply chain industry, and do companies need to offer it to attract and retain the best talent? We spoke to some of the talent experts at DSJ Global to find out how industry leaders are balancing the growing need to remain competitive in the hiring landscape with their business requirements and objectives.The supply chain industry has traditionally been reliant on on-site work, so flexible working in the supply chain industry presents its own unique set of challenges and opportunities. Matt Wood, Executive Director Europe at DSJ Global confirms: “We have to remember that the nature of the roles we recruit in supply chain sometimes means that people must be in the office. You can’t run a production site from your home office; you need to be on-site. The same goes for roles working in quality control, manufacturing processes and health & safety.”How many supply chain companies offer flexible working?As part of DSJ Global’s report, ‘The Impact of Flexible Working’, we surveyed top business leaders in the supply chain industry to find out how their company has been impacted by the rise of flexible working. 63% of clients said they currently offer flexible working, 20% offer fully remote roles, and the remaining 17% do not offer any flexible working options. We asked Emily Cook, Senior Vice President – Head of Procurement Search at DSJ Global, if the results were in line with her experiences finding top talent for leading supply chain firms: “This isn’t surprising - more companies are decreasing fully remote positions, and we are also seeing more companies offering flexibility on a case-by-case situation. However, bear in mind that some candidates have declined offers based on flexibility not being offered formally in their contract, as they are worried the terms could change or be taken away at any minute.”Matt provides insights from a client perspective: “A key requirement when hiring for supply chain roles is the ability to build relationships and trust with your key stakeholders quickly. Most of our clients need candidates who can be in front of their stakeholders and accessible to them throughout these processes so even for positions that can be carried out fully remotely, such as procurement, I rarely see companies offering 100% remote positions.”Flexible working – the positivesOne of the biggest advantages of flexible working in the supply chain industry is increased productivity and loyalty. By allowing employees to work from home or alternative hours, companies can help their staff to achieve a better work-life balance and feel more in control of their lives, which in turn can lead to higher levels of motivation and engagement. Flexible working can also help companies to attract and retain top talent in today’s competitive job market, with many professionals looking for companies that offer flexible working arrangements.Out of the 17% of businesses DSJ Global surveyed that don’t offer any flexibility, 38% plan to introduce it for these reasons. Emily states: “Candidates are asking about flexibility as much as they ask about compensation; it is an increasing priority for them. Companies are losing out on new talent and their own existing talent due to not giving flexibility on working hours or working from home, so we are seeing more and more companies increase their flexibility offering.”Flexible working – the challengesOne of the biggest challenges of flexible working in the supply chain industry is maintaining effective communication and collaboration between team members. When employees are working remotely or outside of traditional hours, it can be difficult to ensure that everyone is on the same page and working towards the same goals. This can lead to misunderstandings, missed deadlines, and other communication-related issues, all having an impact on company culture.DSJ Global’s survey found an equal split with 37% each experiencing a positive or negative impact on company culture due to flexible working, with the remaining 26% unchanged. Emily advises: “Having a team and company culture that is supportive, collaborative, and approachable is what people are often looking for when changing roles. Some managers believe this is better formed when the team is together on site, but companies need to adapt and learn new ways of maintaining a positive company culture while navigating flexibility for the team. This could come from structure or innovative methods of team collaboration.”Can flexible working improve hiring and retention challenges?The biggest hiring challenge according to DSJ Global’s clients is a shortage of qualified candidates (37%), followed by increasing competition for top talent (20%). 10% find it is a struggle to retain talent. Emily offers her experience with how businesses can improve their hiring and retention based on candidate attitudes towards flexible working: “The current market is very candidate driven. During COVID, professionals were worried about changing roles while there was instability in the market, but in 2021-22 we saw an influx of candidates feeling more secure in taking the risk. In the last 6-12 months, with talks of the recession, the risk has gone back up for candidates and so they are less are likely to move. “However, there is a shortage of qualified candidates on the market and a lot of the candidates we are supporting are also in two or three other processes, so companies must be competitive with speed of their interview process, salaries and additional benefits. We are also seeing more counteroffers to compete with retaining talent, including more flexible hours and increasing responsibility. It’s due to this competition that salaries are increasing, which is why more companies are struggling to retain talent.”Final considerations for businesses considering flexible workingRemote and hybrid options play a central role in both hiring decisions and company culture. The number of days people are expected to be in the office affects the success of a company's hiring strategy and helps retain existing talent, as 67% of survey respondents agree. However, for 16% of supply chain leaders, it comes at the expense of productivity, and in 37% of cases it has a negative impact on office culture. We asked Emily for her key takeaways for clients asking whether to offer flexible working:“I would advise that if supply chain businesses want to attract and retain the best talent, they need to offer some sort of flexibility and at-home working, but they need a clear structure to ensure it doesn’t affect the company culture.”Matt offers another word of warning for European organisations offering remote working on a global scale: “It’s clear that hybrid and flexible working is the norm now but at management and senior management level roles, often responsible for global teams and multiple sites, there has been a requirement to manage a complicated schedule around global colleagues and stakeholders for a long time. Don’t under-estimate the impact that “cross-border” remote working has on this dynamic – it isn’t as simple as being employed by a UK company in a 100% remote role and doing so from the beach in Spain – there are tax implications as well as eligibilities when working in other locations.”Learn moreThe future of flexible working in the supply chain industry is explored further in DSJ Global’s report, ‘The Impact of Flexible Working’, where we surveyed business leaders to provide you with insights on how productivity and company culture has been impacted by the increasing prevalence of flexible working, the benefits and challenges it has brought to business leaders, and how companies plan to use flexible working to attract and retain top talent.Click here to download ‘The Impact of Flexible Working’ report.If you would like to talk to us about your current talent needs, fill in our form and one of our consultants will call you back.  ​

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How to Avoid Bias in Job Descriptions

There is overwhelming evidence that companies with diverse workforces perform better on every possible metric, with diversity positively impacting every level of a business, from the cleaning staff to the board of directors. Bringing in as many perspectives, working styles and experience as possible to a workplace leads to integration, success and growth to those businesses who dedicate effort into attracting a diverse talent pool. The first step to make when aiming to achieve a balanced workforce is to ensure job advertisements avoid signs of unconscious bias. This helps present you as a welcoming and forward-thinking employer. You will also discover that your job positions attract a rich wealth of resumes after eliminating bias in your job descriptions. Biased job descriptions can discourage capable and talented candidates from applying for a role they are perfect for, and problems can be found both within the language and content of your job descriptions. Thankfully, it is easy to avoid bias in job descriptions through simple edits and considerations. Follow these rules to attract a diverse and successful talent pool.What is Unconscious Bias?​Though the majority of us strive to encourage inclusiveness and diversity, unconscious bias incorporates the assumptions we make about groups based on gender, ethnicity, age and class due to the structures we live in. When writing job descriptions, this will most often come through in gendered or other biased language.  Unconscious bias can discourage qualified candidates who feel like a job description is looking for a specific type of person, and are unintentionally excluded. ​Are Your Job Titles Inclusive?​Unconscious bias affects many aspects of language, through to job titles themselves. Many job titles are gendered, and successful efforts have been made to reframe traditional roles such as chairman (chairperson), fireman (firefighter) and councilman (council member).Even modern descriptors hold a bias. Have you ever seen a job from a hip company seeking a ‘rockstar’, a ‘guru’ or a ‘ninja’? These are fun titles which give candidates a vivid impression of a company's culture, but all of these terms still hold gendered connotations. A mother in her 40s with the qualifications and experience required may not want to apply for a role with ‘ninja’ in the title. These job titles can also give the (often false) impression of a company dominated by men or entrenched in a ‘lad’ culture where others are not welcome. ​Ensure your job titles are gender-neutral, avoid discouraging older applicants and are descriptive of what the job entails (e.g. ‘Magento Build Project Manager’).Use Gender-Neutral Pronouns​This is a fast and effective way of cleaning up your job descriptions, and a simple rule to follow when advertising new roles. Don’t include gender-specific pronouns in your job description. Stick to they/their and you when referring to the candidate. ‘S/he’ is also an acceptable replacement for gender-specific pronouns,  This rule also applies to collective nouns. Phrases such as ‘guys’ can be easily replaced with ‘team’ or ‘folks’. Check For Biased Language​This is where judgement can be more complicated. When describing the ideal candidate for a role, job descriptions do lean towards using phrases which contain unconscious bias. For example, typically masculine traits include ‘assertive’ and ‘competitive’. While women have every ability to be assertive in the workplace, this can also be viewed as loyalty and supportiveness through a ‘feminine’ lens. This also works the other way. Roles which may be classically applied to by women may include words such as ‘bubbly’ or ‘nurturing’ to unconsciously encourage female applicants and discourage applications from men. Avoid Presenting A Toxic Work Culture​When presenting your work culture, language choices can give applicants the vision of a ‘bro’ culture of after-work beers, chats about matchday and, in worse case scenarios, sexual harassment. Phrases such as ‘work hard, play hard’ and ‘banter’ will not only put off the majority of female applicants but many men too. Consider the wide spectrum of lifestyles your potential applicants could follow and elements of your work culture which will appeal to many, not just a single generation or lifestyle.Consider Your Job Requirements​Alongside bias in language, the general content of your job applications are worth reviewing to make them more inclusive. This includes avoiding job descriptions which contain an exhaustive list of skills needed for the role. In general, men are usually much more confident in their suitability for the roles they apply for, even if they don’t have all of the required skills for the role. Meanwhile, women are much more cautious about applying for roles. The more in-depth and specific a job description is, the less likely a qualified or near-qualified woman will apply for it, even if she ticks more boxes than a male applicant. Avoid this by outlining only the absolutely essential requirements for the role (such as education levels, years of experience, skills qualifications) followed by general ‘desired’ or ‘nice to have’ requirements. This will lift barriers to entry which often stop those with low confidence or imposter syndrome to apply. Provide a smaller amount of boxes to ‘tick’ to attract a larger and higher quality range of candidates. ​The best approach is to create descriptions which use succinct and direct language. Make your descriptions easy to follow, read and digest. Use Online Tools To Eliminate Bias in Job DescriptionsLarger companies have now invested in software to help highlight and change job descriptions and other materials to remove signs of unconscious bias. Recruitment software OnGig uses a text analysis tool to help remove biased language. Textio is a leading ‘augmented writing’ software for recruiters which will eliminate gendered or biased language or job requirements while still ensuring your chosen language has the passion and impact you want to encourage applications. ​​Want to learn more about diverse recruitment strategies? Contact Our Team

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Do Employers Interview the Best Candidate First?

​When it comes to interviews, there's always a debate about whether being the first or last candidate interviewed is beneficial. We'll explore the strategies behind scheduling interviews and whether employers typically interview the best candidate first.Do Employers Interview Best Candidate First?There is no one-size-fits-all answer to whether employers interview the best candidate first. The reality is that different employers have different strategies when it comes the scheduling process. It’s important to remember only the top candidates will be interviewed and therefore there is something interesting about your experience that the hiring manager will be looking to touch upon within the interview.The Case for Interviewing FirstSome hiring managers may choose to interview the strongest candidates first. This can be advantageous for a number of reasons. By interviewing the top candidate early, employers can gauge other candidates' performances against the benchmark set by the best candidate. This can also help streamline the hiring process if the best candidate impresses the interviewer and is a clear fit for the position.The Case for Interviewing LastOn the other hand, some employers may prefer to save the best for last. This can allow them to get a better understanding of the overall candidate pool and make it easier to identify the top candidate's strengths and weaknesses. By interviewing the best candidate last, employers can also ensure they have a lasting impression of the strongest contender, which may be useful during the decision-making process.Other FactorsMany other factors can influence the order in which candidates are interviewed, such as scheduling conflicts, interviewer preferences, or internal processes. Therefore, it's important not to read too much into the order of your interview.FAQsTo help you navigate the often complex world of interviews, we've answered some commonly asked questions.Does Being Interviewed First Mean Anything?Being interviewed first doesn't necessarily indicate your standing as a candidate. It's important to remember that there are many reasons why an employer may schedule interviews in a certain order, and it's often unrelated to the perceived quality of the candidates.Does the Order of Your Interview Matter?While the order of your interview may have some impact on how your performance is assessed, it's crucial to focus on what you can control: presenting your skills, experience, and personality in the best possible light. Ultimately, being well-prepared and confident will have a much greater impact on your chances of success than the order in which you are interviewed.How Long After an Interview Should You Hear Back?The time it takes to hear back after an interview can vary widely depending on the company, the position, and the number of candidates. Generally, you can expect to hear back within one to two weeks, but it may take longer in some cases. If you haven't heard back within this timeframe, it's acceptable to follow up with the employer or your talent consultant to inquire about the status of the hiring process.Why Choose Us?At DSJ Global, ourteam of experts are dedicated to providing you with the latest insights, tips, and advice to help you succeed in your job search with us. Whether you're looking for guidance on career progression, interview preparation, resume writing, or salary negotiation, we're here to support you every step of the way.Get in Touch NowReady to take your career to the next level?Submit your CV today and discover relevant roles. Contact ustoday to learn more about our services and how we can help you achieve your career goals.

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The Impact of Flexible Working

​Assessing the adoption of flexible working in the supply chain industrySince its introduction to the masses, flexible working has revolutionized the world of employment. As the demand for supply chain professionals continues to grow worldwide, strategies to facilitate flexible and remote working have become essential in attracting and retaining top-tier talent.For many, some degree of flexibility is essential to achieving a healthy work-life balance. This can in turn, result in a happier and more productive workforce, which benefits businesses. However, moving processes away from the office can also have a negative impact on company culture, as teams interact less, decreasing productivity. The ambiguity of the situation made us wonder: What is the real impact of flexible working? To answer this question, here at DSJ Global we engaged with top businesses to understand their flexible working strategy. Exploring the state of flexible working across the supply chain, we take a look at the following: How productivity and company culture has been impacted by hybrid and flexible working patterns What leaders see as the benefits and the challenges to flexible workingHow companies plan to use flexible working to attract and retain top talentOffering valuable insights to professionals seeking to understand the state of flexible working in supply chain, and for organizations reflecting on their flexible and working from home policies, both can take away a number of key considerations from this exclusive report. ​Download your copy of the report by completing the form below:​

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Global Job Confidence Index 2021

​​The annual DSJ Global Job Confidence Index aims to measure the beating heartbeat of the Supply chain and procurement labor market, their confidence in the economy, securing or finding a job, compensation and bonus, flexible working patterns, and whether the bull-bear factors in employment have altered.

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The Virtual Recruitment Landscape: Reset and Reboot

​The historical events of the past year made most firms pivot and re-evaluate their talent acquisition processes. Despite the resetting of traditional workplace rules, on the back of many businesses continuing to limit travel and in-person collaboration, what can be said for the virtual recruitment landscape then?​At DSJ Global, a subsidiary brand of the Phaidon International group, we recently engaged with our supply chain and procurement network. In the latest survey, the mandate is clear: 84% of respondents report that they are still conducting digital interviews.How can employers capitalize on a dynamic talent market when face-to-face contact has primarily been refuted? The answer lies deep-rooted in crafting a hyper-personalized, virtual recruitment strategy that accurately assesses a candidate’s competencies and skill set, whilst also providing an immersive user-experience online. Download our complementary guide to discover the digital-fast tactics that can keep your talent pipeline flowing, so you can lead from the front. ​This Guide Covers: The Virtual Recruitment Landscape: Reset and Reboot? Recruiting Remotely: A New Playing Field Idiosyncrasies and Nuances of Virtual Recruiting Decoding the Virtual Recruitment Landscape

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