FINANCIAL ANALYST
Location – Indianapolis
Minimum Education – Bachelors Degree
Functional Area – Finance
Years of Experience – 1-3
PREVENTIVE – PREDICTIVE MAINTENANCE SPECIALIST
- Location - Indianapolis
- Minimum Education - High School Diploma
- Functional Area - Facilities Management
- Years of Experience – 5-7
»» PREVENTIVE – PREDICTIVE MAINTENANCE SPECIALIST
MAINTENANCE SUPERVISOR
Central Indiana
- Minimum Education – BS Electrical Engineering or EET
- Functional Area – Facilities, Years of Experience – 5 years or more
Electronics Validation Engineer
Reports Manager BMS Engineering
Job Duties:
- Identify and write hardware design test cases based on requirements specifications
- Design, develop and maintain hardware test benches to support design verification and validation
- Develop, execute and report BMS DVPR based on automotive industry standards and customer requirements
- Lead internal and external BMS test activities, including vendor selection. Setup and management
- Maintain hardware test plans, verification cases and procedures and test results
- Propose concepts and plans for continuous improvement, cost reduction and increasing testing efficiency
- Support further development of hardware test standards and best practices
- Support ISO-900 / TS – 16949 certification activities
- Comply with company policies and procedures
»» Electronics Validation Engineer
CONTROLS ENGINEER
- Location – Central Indiana
- Minimum Education - BSEE or BSEET
- Functional Area - Battery Pack Manufacturing Engineering
- Years of Experience - 5 years or more
Battery Engineer/Battery Research Scientist
POSITION SUMMARY: As a member of our Cell Engineering Team, you will assist the development of new battery chemistries. Development activities will include designing, building and testing of new battery materials, analyzing test data and preparing test reports and presentation materials. »» Battery Engineer/Battery Research Scientist
3 Keys to Hiring Relatives
At some point in your career you will run into the question of whether you should hire a relative or not. We know it is tempting to hire relatives for key positions, but this can be a tricky situation. On the one hand they are family and you trust them. You feel that your family has your best interest in mind and a vested interest in your company. But on the other hand most experts warn that combining work and family relationships almost always causes the personal relationship to suffer.
17 Common Hiring Mistakes: Part 7
Keeping Staff That Do Not Excel During Their Probationary Period
Often, we hold back some salary during the probationary phase with a promise of an automatic raise after the probationary period is over. From long experience with employees, I can unequivocally say that if you are not totally delighted to give the employee the raise, you need to terminate them. There is no gray area here. Either they performed admirably or they didn’t. If they didn’t perform well during the first 90 days, THEY WILL NEVER GET ANY BETTER.
»» 17 Common Hiring Mistakes: Part 7
Not Establishing a Probationary Period
Even with sufficient interviewing, testing and background checks, you truly do not know what you have with a new employee until they have been on the job a while and the “new job honeymoon” has worn off. I always think that you truly know the measure of a person when you see how they handle adversity or problems. Do they fold up or rise to the challenge.
»» Not Establishing a Probationary Period
17 Common Hiring Mistakes: Part 5
Not Testing for Skills, IQ or Personality
There are a number of good tests on the market to evaluate your hires. Tests are one tool that allow you to probe deeper into the candidate’s personality and skills and really know what you are “buying” when you hire.
»» 17 Common Hiring Mistakes: Part 5