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Form of workPosition Details:
Flexible Hours, 2nd Shift, Mon-Fri plus 12% Differential
The hours of 2nd Shift are normally from 3pm-11:30pm. Applicants may request a schedule outside these hours. Employees must work a minimum of 30 hours per week to be considered full-time and eligible for benefits. All requests are subject to approval by the hiring manager and HR department.
Your Expertise:
- 3+ years of maintenance experience in a manufacturing environment (aerospace preferred)
- Self-motivated team member requiring minimal supervision/guidance
- Experience with CMMS (Computerized Maintenance Management System)
- Effectively communicate with team members and utilize time efficiently
Is your expertise different from the above? If you have a good attitude and a willingness to learn and new trade or skill, we want to hear from you. Apply today!
Your Challenge:
- Perform repairs and preventative maintenance on facility equipment. This may include the following tasks: change oil, change belts, service filtration systems, change air filters, check for damaged components, etc.
- Advocate HSE (Health, Safety, Environmental) minded work and processes
- Comply with all company and safety rules and regulations during course of duties, including: LOTO, confined space, elevated work, and machine guarding
- Support facility compliance with regulatory compliance: OSHA, RCRA, SWPPP, SPCC including training, inspections, and emergency contingency activities
- Maintain good housekeeping practices in work areas
- On a continual basis, observe facility maintenance/repair needs, notify supervision of any items that cannot be resolved with a “See it, Fix it” approach
- Utilize CMMS to log work order details, time spent, parts used, etc.
Education Requirements:
- High school diploma or equivalent required.
This position is a safety sensitive position. Applicant must comply with all applicable FAA and DOT drug and alcohol testing rules.
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)
