We’re looking for highly skilled individuals to manufacture, assemble and support production of VMC products. Consider these opportunities if you are ready to grow your skills in a challenging and values-based work environment.
VMC Group values deep expertise from experienced professionals to support our growing company. Consider these opportunities if you are ready to apply your knowledge and expertise.
We need interns to build out a pipeline of talented professionals. Are you ready to gain valuable experience with a recognized global leader?
VMC Group is proud to be an Affirmative Action / Equal Opportunity Employer and is committed to providing equal employment opportunity for all persons in all facets of employment.
As a federal government contractor, in accordance with applicable laws, regulations, and Executive Orders, VMC Group is required to develop annual Affirmative Action Plans (AAPs). Any employees or applicants who wish to review the Affirmative Action Plan (AAP) for Individuals with Disabilities and Protected Veterans can contact us by sending an email to firstname.lastname@example.org or by calling Human Resources at (973) 838-1780.
If you are an individual with a disability or a disabled veteran and require a reasonable accommodation in applying for any posted position, please contact Human Resources at (973) 291-8353.
EEO is the Law. Applicants to and employees of VMC Group are protected under Federal law from discrimination. Click Here to find out more.
Pursuant to Executive Order 13665, VMC Group 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.