Black Belt Performance Improvement Specialist - Pensacola, FL

Job Description

Job Description

Axiom Consultants, Inc, is seeking a Black Belt Performance Improvement Specialist to provide support to the Naval Supply Systems Command Bureau of Medicine and Surgery (BUMED) in Pensacola, Florida

Responsibilities:

• Must have experience in all elements of ASQ BB Book of Knowledge (BOK) or equivalent industry recognized quality organization (i.e., NCQA and others).
• Develop, manage and document SPIDR system, application and data requirements.
• Manage activities relating to the gathering of requirements, project initiation, project tracking and maintaining IT standards.
• Must have strong communication skills to be effective in both technical and business requirement discussions.

Qualifications: 

• Bachelors degree (preferred in Healthcare)
• Must have a minimum of three years direct experience as a performance improvement analyst within a gov't sector (preferably the US Navy)
• Secret Clearance or Eligible for Secret Clearance
• Knowledge and background in Strategic Performance Improvement Data Repository (SPIDR) program.
• Master Black Belt or Black Belt Certificate
• Experience providing customized training resources to meet the specific needs of Sailors.
• Ability to enhance the skills and readiness of Navy personnel through various educational opportunities.
• Experience supporting the overall professional growth of Sailors, ensuring they are well-prepared for their roles.
• Knowledge of how to improve Sailor skills and ensure that Sailors are ready for operational demands.
• Knowledgeable of resources that can aid in career progression within the Navy.
• Experience providing a range of educational and training opportunities tailored to Sailors individual needs.

Axiom offers competitive compensation packages including comprehensive medical/dental/life insurance and matching 401(k) contribution.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)