Asset Coordinator-Material Handling Equipment

The Distribution Asset Coordinator (Material Handling Equipment) is responsible for all aspects of tracking company Material Handling assets through the life cycle process; this includes information management on our TMT system, issue resolution with field operations, and creating and managing ongoing tracking reports and databases. This position reports to the Asset Manager.
Essential Duties & Responsibilities:
Manage the physical and systematic transfers of company assets.
Manage and verify information of units entered into TMT and information systems.
Oversees rental needs for the company and assists in finding rentals when needed.
Manages invoicing in relation to MHE rentals
Assign unit I.D. numbers to company assets, rentals, and customer-owned equipment.
Maintain and update various weekly/monthly reports
Review, investigate, and report on abnormalities found in the weekly/monthly reports.
Obtain and compare rate quotes from carriers to reposition company assets.
Coordinate the physical preparation of equipment for transfer with operations, vendors, and carriers.
Collect and verify monthly utilization data for company assets.
Assist in the formation and analysis of data for yearly Asset Review presentations.
Follow up on plans from Asset Reviews.
Manage CARB process for assets located in CA
Executes scrap requests for all MHE that reach the end of life cycle
Work on projects or other assignments as requested.
Requirements:
Bachelor’s degree preferred
Internship or 0-2 working in an office environment in either Customer Service or the Distribution/Warehousing industry.
Knowledge of TMW or TMT systems a plus
Must be proficient in Microsoft Office specifically Excel spreadsheets
Strong oral and written communication skills
Ability to prioritize and multitask
Strong mathematical and analytical skills
Attention to detail is critical to success
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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)