DescriptionOverview:Primary responsibility is performing and/or overseeing maintenance on all plant machinery (compressed air system, heat reclaimer, boiler, HVAC, water softener, electrical systems etc).Manage a staff of maintenance mechanics. Utilize proper skilled techniques to assure the safe, efficient operation of all plant machinery. Responsible for the timeliness and accuracy of all necessary reports and paperwork. Document all work performed.Responsibilities/Essential Functions:
Recruit, select, hire, develop and educate Maintenance Technicians
Coach to improve performance
Hold technicians accountable for meeting goals established by the Market Center
Create time effective work schedules
Maintain / Repair or replace equipment when necessary and perform basic plumbing, mechanical, and electrical and building repair work when necessary
Order necessary parts, tools, equipment, etc. in a timely manner by following company policies
Maintain a complement of critical spares on the shelf for plant equipment and maintain parts inventory (quantity and value matches with the records)
Perform root cause analysis for any abnormal conditions/ failures, take required corrective and preventive actions to prevent recurrence of such conditions
Track utility consumption data, prepare reports and circulate it for management review, propose/ implement corrective actions or solutions to control these costs
Communicate and co-ordinate with the equipment suppliers to resolve plant equipment related issues
Maintain satisfactory Market Center targets for cost controls and downtime
Create and implement preventive maintenance schedule in accordance with the equipment manufacturer’s recommendation/ industry accepted best practices for all plant equipment
Support an environment of continuous improvement by making/implementing suggestions
Drive company Action Plans and hold the mechanics accountable for executing against those plans
Maintain close coordination with production department to resolve equipment breakdowns and other production related opportunities
Through implementation and execution of company safety initiatives, create an environment where safety is a primary concern
Maintain compliance with all Federal, State and Local laws and regulation that affect Market Center operations
Perform other duties as required or assigned by management
Knowledge/Skills/Abilities:
Displays mechanical and electrical aptitude
Possesses basic knowledge of required codes
Displays process driven mentality
Displays ability to plan pro-actively and adhere to a schedule
Proficiency in Microsoft Office
Basic knowledge of Inverter drives, controllers, AC or DC power supplies
Ability to read electrical wiring diagrams, control logic and mechanical drawings
Working Environment/Safety Requirements:
Must be able to routinely lift and maneuver a minimum of 25 pounds and load/unload product from truck without assistance
Must be able to stand for extended periods of time on concrete floor
Must be able to occasionally lift and maneuver 50+ pounds
Exposure to adverse and varying weather conditions which may include extremely hot/cold temperatures
Fast-paced environment requiring irregular and long hours
Experience:
Minimum of 5 years of maintenance work experience
2 years of prior management experience is preferred
Education:
Two-year college degree or equivalent experience preferred
License Requirements/ Certifications:
Must possess current and valid driver’s license
Compensation: The salary rate that Vestis reasonably expects to pay for this position ranges from $88,000 to $95,000, depending on circumstances including an applicant’s skills and qualifications, certain degrees and certifications, prior job experience, market data, and other relevant factors. Additional compensation may include a bonus or commission.#CB #pepsi bottling #frito lay #coca cola #cintasQualificationsEducationPreferred
High School or better
ExperiencePreferred
2 years: Management
5 years: Maintenance work
Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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)