Lead Technician Material Handling Equipment

Overview The Lead Technician Material Handling Equipment is responsible for overseeing the staff in the absence of the Service Supervisor, as well as repairing and maintaining NFI capital equipment and material handling equipment within our Distribution Centers. This Position reports to the Regional Responsibilities Manages workflow and productivity of technicians in location. Ensure the fleet meets company and customer operational standards. Coordinates vendor support for major equipment repairs. Request purchase orders for payment of vendors and for ordering parts. Maintains and reviews parts inventory. Manages shipping/receiving of product Repairs material handling equipment as needed. Qualifications Must provide own hand tools At least 3-5 years of similar management experience At least 2-4 years of mechanics experience Computer applications using MS Office Post high school / technical school education not required, but desirable Strong supervisory skills in dealing with people Excellent oral and written communication skills Must be able to lift and/or pull 75 lbs or more without restriction Must be able to work outside in inclement weather conditions Must be able to work in environment with excessive noise and respiratory hazards without restriction Must be able to stand or lie for extended periods of time in order to repair equipment Must be able to have flexible movement: to reach equipment and/or parts and maneuver equipment We are excited to share the base hourly rate for this position is $28.46 - 37.95. NFI takes into consideration applicants' qualifications, experience, education, geographic location, when determining a starting rate of pay. Employees are also eligible for a robust benefit program , which includes Medical, Dental, Vision, Prescription Drug Coverage, 401k Plan, Wellness Program, Life Insurance, Paid Time Off, and Paid Parental Leave, among other benefit plan options. 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) LA County Applicants: The Company will consider qualified applicants, including those with criminal histories, in a manner consistent with applicable state and local laws. Profit Center

PC-913

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