Marshall Scott Kern MBA (Bilingual)

OPEN ROLES: Accounting Manager -Central Florida branch growing -Needed: technical accounting - internal controls, SOX, revenue recognition, CPA, public accounting – prefer big 4 (unless in public they worked on rev rec, SOX). -$110k - $120k - 3/2 hybrid schedule ? Vice President of HR -Recognized as one of the top companies to work for in Orlando. -Needed: experience with payroll, compensation, HR compliance, labor laws, benefits, talent acquisition, experience leading a team. -Total $240-$270k, 4/1 – 1 day remote. ? Controller -PE backed company -Cash flow positive company, growing to multiple locations in next few years. -Needed: CPA, public accounting, corporate accounting mix, strong audit background, full cycle accounting. -$110k - $125k, 3/2 hybrid schedule. ? Senior Financial Analyst -PE backed company, No lay-offs during covid – strong job security -Newly created role due to growth, company is rapidly growing through acquisitions -Needed: Corporate FP&A, Present to C-suite, Tableau / PowerBI (plus), Experience with expecting M&A and/or PE-backed (plus) -$90k-$100k – Onsite schedule ? Staff Accountant -Very stable 75+ year old company -Company scaling 15%-20% YOY with Profit Sharing offered at end of year -Needed: Construction accounting knowledge, Financial analysis experience with BI Tools, Communication with operations team -$65K- $70K – Onsite schedule ? Finance Manager -A lot of growth within this division?- growing to 20+ locations in 5 years -Needed: CPA, Financial analysis on month end reporting (variance, revenue, budgets), Presenting to leadership/ board -$110K- $130K + Bonus ($145K all in) ? Accounting Supervisor -Tenure within organization- Many employees been there 15+ years -Growth within multiple departments -Needed: CPA required, 5 years accounting experience (Fixed Assets and Financial Statements), Supervisory experience (will oversee 2 analysts) -$95K-$105K - 3/2 hybrid schedule ? Controller -Stable Company - 20 years in business -Provides accounting services for franchises -Needed: 5-7 years of full-cycle accounting (bank recs, sales tax, monthly balance sheets, reporting), Accounting Degree, Strong Tenure -$75k-100k – Onsite schedule ? Director of HR -Company has 500+ employees, VP growth potential. -Oversee a team -Needed: construction experience, HR Compliance, labor laws, benefits, talent acquisition, experience leading a team. -$100K- $150K plus bonus, In-office schedule.

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Ready to take your metal industry game to the next level? CEO Roger Lopez reveals the secrets to success you won't want to miss! ?? ?? Click the link below or in the comment section to view the full video. https://lnkd.in/eussmKTZ

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Open to a new TOOL & DIE MAKER position? Just click below link to view the job description. While you're there, feel free to check out our other positions that may be of interest to you by visiting www.Prosperity.Jobs Then, please send your resume in a WORD document to [email protected] If you need help with your resume or preparing for an interview, subscribe to Prosperity4America on YouTube. #Careers #Hiring #Jobs #Jobseekers #JobInterviews #Hiringandpromotion #Veterans #Prosperity4America #TOOL #TOOLING #DIE #DIEMAKER #MANUFACTURING #TOOLMAKER Click below for the job description

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It's difficult to retain employees who have lost confidence in their employer. At AS Talent Advisors, retention is a top priority. We partner with our clients to ensure the success of every placement by supporting their onboarding process and fostering open, transparent communication between the employee and the employer. Employers: Are you open to a conversation about how we can help you strengthen retention within your workforce?

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Are you ready to elevate your Supply Chain team? Connect with a remarkable Vice President of Supply Chain specializing in process enhancement and global leadership. Her expertise includes driving turnaround and expansion initiatives in Automotive and Industrial manufacturing sectors. Reach out for details, [email protected]. #YourManufacturingRecruiter #ExecutiveSearch #SupplyChain #Manufacturing #TalentTuesday

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????NEW SEARCH!! PLANT MANAGER ???? ?Company just expanded their capabilities and upgraded to the latest Injection Molding technologies at all their facilities!!! ? #opentowork #hiring #plastics #plasticsjobs #careeropportunities #jobpostings #recruiting #careers #jobsearch #jobseekers #recruitment #manufacturing #manufacturingjobs #plantmanager #plantmanagement #injectionmolding #blowmolding #packaging?

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According to a report by Deloitte, 2.1 million manufacturing jobs could remain unfilled between now and 2030. To make matters worse, U.S. manufacturing executives believe it is 36% harder to secure the right talent today than in 2018. While manufacturers are continuing to invest in the on-site work environment (factories, plants), their investment in the off-site environment is falling short. While the past few years have shown the speed at which things can change, transitioning to hybrid models in manufacturing is no overnight adjustment. Technology that can serve solutions both in the warehouse and from home is the key to unlocking sustainable business operations and bringing together teams. An example of this technology is a cloud-based enterprise resource planning (ERP) solution, which provides infrastructure, data, and collaboration tools to make remote work possible and cost-effective. Read more - https://lnkd.in/enfgSzTX? The search consultants at Omega Point Partners know manufacturing and have rich industry expertise in the desks we service. Contact us today. www.mriomega.com?? ? #MRIOmega #recruiting #hr #humanresources #employment #economy #hiring #manufacturing #jobsearch #business #insider #insights #steel #metals #automotive #chemical #growth #motivation #careers #leadership #job #Engineering #Technology #Manufacturing #Innovation #Leadership #USAjobs #Recruiting #Recruiter #EmployerBranding #Manufacturing #Talent

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Running numbers and to date, Recruit XL's average time to hire is 2.57 weeks! This includes some very tough searches and does not include our skilled and unskilled labor positions (manufacturing) which would have skewed it much lower. This is a testament to our team, dedication, and most importantly our clients who trust us to be a true partner. While we're happy, we're not complacent. #recruiting #professionalservices #improvement #dedication #teamwork

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On your Resume: Instead of saying... - Supported decision making... - Partnered across the organization... - Prepared financial models to improve business results... Provide actual examples of when you did those things, the situations, and the results. #Cheers #Careers

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If I was leading HR at a large Manufacturer, here's how I'd? tackle high turnover to make sure we hit production targets: 1) Understand why people don’t *want* the job. It’s not that there are no people out there, it’s that they have better alternatives: - Average manufacturing job: 40+ hours per week, traditional shift work, no flexibility, low pay ($14-18/hour). - Average gig job: Flexible hours, self-managed, wider pay range ($10-22/hour). People are piecing together multiple gig jobs because they would rather opt for work-life balance and flexibility.? - 36% of the workforce is currently using gig opportunities as their primary or secondary source of income. (Gallup, Statista, & Upwork data) They treat the typical manufacturing job the same way.? Get hired, work 3-4 weeks, miss too many days, point out, start someplace else. 2) Acknowledge the hard truth. ?Manufacturing has a 39% annual turnover rate, according to the Bureau of Labor Statistics.? It’s obvious why most people would go with the average gig job rather than work at your manufacturing or distribution site. So, you have 2 options:? - You can compete with gig jobs OR? - Stick with your old approach and wonder why you can’t find workers. The one major advantage you have over gig work is the opportunity for career advancement.? There's no supervisor position at DoorDash. But first, you have to offer flexibility to get them in the door. 3) Design a better, more flexible work environment. More specifically: - Increase starting pay to at least $18-20/hour.? - Make overtime voluntary. People want to work overtime to earn extra cash; they just don't want to have to work it every other week.? - Give a minimum of 8 hours/month of unpaid time off. - Give people the ability to drop, change, and swap their shifts? - Create half-shift schedule options (2 x 6hr shifts, along with 12hr shifts) Now add cross-training and upskilling to that, and you have a job offer that REALLY stands out. 4) Outsource the function to simplify the process To de-risk this change, I would “incubate” it at one site using an external workforce. That way, we can test it without completely changing all of our internal HR policies. Over the past seven years, @MyWorkChoice has helped 50+ manufacturing companies build modern and flexible workplaces. For example, we helped GE Appliances fill their shifts by over 93% and consistently hit production targets. Anything I’ve missed?

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It's Workforce Wednesday! ?? As I engage with manufacturing leaders nationwide, a predominant concern has emerged: workforce shortages. This topic is particularly relevant on this Workforce Wednesday during Manufacturing Week. While initiatives like National Manufacturing Day aim to highlight the industry's exciting opportunities, it has become increasingly clear that a single day of recognition each year will not be sufficient to tackle the ongoing talent shortages faced by manufacturing companies today and in the future. Through my discussions with industry leaders, I have observed that the most successful teams are those that prioritize year-round awareness and implement comprehensive public relations and recruiting strategies to enhance their workforce recruitment efforts. Below, I have outlined some of the challenges and potential solutions related to this issue. What strategies do you think could be effective in developing and strengthening the manufacturing workforce? #WorkforceWednesday #YourManufacturingRecruiter #Manufacturing #ManufacturingWeek #ManufacturingMonth

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On this final Workforce Wednesday of Manufacturing Month, I want to again highlight the critical challenges facing manufacturing companies nationwide in the talent acquisition arena. The current struggle in recruiting and retaining top talent within manufacturing underscores the imminent need for creative strategies and collaborative efforts to address this escalating issue. With an additional estimated 3.8 million jobs set to enter the market in the next decade, the industry is in urgent need of innovative solutions to nurture a robust workforce. Key manufacturing voices like WILL HEALY III are advocating for solutions and sharing ideas nationwide. What do you think might help the industry tackle this pressing issue? #YourManufacturingRecruiter #WorkforceWednesday #ManufacturingMonth #Manufacturing #WorkforceDevelopment

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Ready to take your metal industry game to the next level? CEO Roger Lopez reveals the secrets to success you won't want to miss! ?? ?? Click the link below or in the comment section to view the full video. https://lnkd.in/eAJer6UG

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The manufacturing industry is fiercly battling for talent - especially at the management level where a shortage of skilled leaders is only going to grow. Early retirement, increased foriegn investements, and reshorting efforts have escalated the cost of qualified candidates. Companies are facing a 20% premium on compenstation or they risk losing valuable talent to counteroffers. To confront this head on - companies should focus on internal development, implementing robust training and succession plans to promote from within to help mitigate the challenges, save time and money.

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