Starting pay will be: $25-$30/hour DOE

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The Facilities Maintenance Technician II is responsible for installing, maintaining, and repairing machinery, equipment, physical structures, and pipe and electrical systems in commercial or industrial facilities. (S)he will also support training of level I technicians. 

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Essential Duties: 

\n\nDismantle machines and/or equipment and replace defective parts and motors\nClean and lubricate machine parts such as shafts, pulleys, gears, and bearings\nReplace or repair machine belts \nRemove dust, dirt, grease, and waste material from machines\nPaint machines, equipment or building structures to prevent corrosion\nBend and cut conduit and wire and drills holes in walls, floors, and ceilings for electrical connections\nBend, cut, and thread pipe, cut opening in walls, ceilings, and floors for pipes, and seal pipe joints with sealing compound \nCut out and join parts for worktables, benches, shelves, and other furnishings\nPatch or replace plaster or plaster board and paint walls, ceilings, and trim of building\nClear clogged drains and replace plumbing fixtures \nOperate welding machine to repair or join metal parts\nRepair or replace damaged racks\nCleans work areas, tools, and equipment\nExperience with commercial lighting systems\nAbility to change lighting ballast\nAbility to change or install 277v light switches in a commercial building\nKnowledge of bend and install conduit to code\nAbility to safely troubleshoot electrical systems and equipment.\nReport all malfunctions on equipment and safety issues and/or unsafe practices immediately\nOther duties as assigned.\n\n

Qualifications: 

\n\nHigh school diploma or general education degree (GED); or 2+ years related experience and/or training; or equivalent combination of education and experience\nMust be flexible and willing to work the demands of the department which may be subject to evenings, weekends and holidays.\n\n

Physical Demands: 

\n\nRegularly lift and/or move up to 25 pounds \nFrequently lift and/or move up to 50 pounds \nOccasionally lift and/or move up to 100 pounds \nRegularly stand; walk; use hands to finger, handle, or feel objects, tools, or controls\nMust be able to frequently reach up to 31-77 inches. \nRegularly reach with hands and arms; stoop, kneel, crouch, climb, or crawl\n\n

 

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Corporate Summary: 

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At Shamrock Foods Company, people come first – our associates, our customers, and the families we serve across the nation. A privately-held, family-owned and -operated Forbes 500 company, Shamrock is an innovator in the food industry and has been since being founded in Arizona in 1922.

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Our Mission: 

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At Shamrock Foods Company, we live by our founding family’s motto to “treat associates like family and customers like friends.”

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Why work for us?

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Benefits are a major part of your overall compensation, and we believe offering them at an affordable cost is not only the right thing to do, but it helps keep you and your family healthy.  That’s why Shamrock Foods pays for the majority of your health insurance, allowing you to take home more of your paycheck.  And it doesn’t stop there - our associates also enjoy additional benefits such as 401(k) Savings Plan, Profit Sharing, Paid Time Off, as well as our incredible growth opportunities, continued education and wellness programs.

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Equal Opportunity Employer  

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Shamrock Foods Company is an Equal Opportunity Employer.  All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, veteran status, sexual orientation, gender identity or any other basis protected by applicable law.

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Shamrock anticipates closing the application window for this job opportunity on or before December 31, 2024

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)