DUTIES AND RESPONSIBILITIES:
- General industrial maintenance and prevention.
- Able to troubleshoot mechanical problems, and set-up equipment.
- Able to make repairs, predict failure and respond as needed.
- Able to complete paperwork.
- Must have a good working knowledge of the following skills: Conveyor systems, packaging machinery, pumps, gear reduction boxes, HVAC systems, boilers, air handling systems, mixers, cookers, fryers, ovens, folders, dicers, freezers and processing machinery.
- Must have basic welding-Arc welding, Mig, Tig and stick welding, and plasma cutter.
- Trouble-shoot control and power electrical systems. Remove and replace motors, starters, relays, limit switches, fuses, and primary control components.
- Repairs, calibrate, and adjust electronic weigh scales.
- Have complete understanding in reading and writing of ladder logic.
- Must be able to program, repair and troubleshoot PLC from E prom entry to completion of program.
- Must be able to make a new installation wiring hook-ups and upgrade present equipment if needed.
- Install, troubleshoot, repair and program AC inverters.
- Troubleshoot and repair AC and DC motor control systems.
QUALIFICATIONS:
- High school diploma or GED. Industrial maintenance training preferred.
- Minimum 1- 3 years experience as a general mechanic.
- Minimum 3 years in basic, industrial and PLC controls for electircal experience.
- Knowledge of refrigeration, ammonia and guard systems a plus.
- Must be experienced in general industrial troubleshooting, predictive maintenance & repairs.
- Must be flexible to work any shift, weekends, and holidays.
- Must be able to work with minimum supervision.
- Passing electrical maintenance test is required
PAY RANGE: DEPENDING ON EXPERIENCE (Non-Exempt) 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)