Trelleborg is a world leader in engineered polymer solutions that seal, damp and protect critical applications in demanding environments. Our innovative engineered solutions accelerate performance for our customers in a sustainable way. By providing products and solutions in 18 different industries, our products can be found from the seabed to outer space.

As a member of our EISA team, you will support operations across the Americas through your expertise in JD Edwards E1 software. This role is responsible for defining systems scope, objectives and functionality based on the needs of the end users and a strong understanding of business processes. You will play a vital role in ensuring our ERP systems can meet the needs of our rapidly expanding business.

Job Duties:

• Respond to support tickets requesting error fixes or enhancements
• Act as the liaison between the end users and development teams to ensure business needs are translated accurately into development tasks and end results meet user requirements.
• Train end users on system functionality
• Communicate regularly with stakeholders to define scope and objectives of various projects
• Estimate resources, timelines, requirements, and feasibility of potential projects and assist management in prioritizing projects.

Requirements:

• Bachelor’s degree in information systems, Business, or related field
• 4 Years of experience working withing JD Edwards Enterprise One in at least two of the following modules: Distribution, Manufacturing, Engineer to Order, or Preventative Maintenance
• Ability to work independently with minimum supervision

Travel Requirement:

• Up to 25% Domestically and on occasion International as needed

Experience

• 4 year(s): 4 Years of experience working withing JD Edwards Enterprise One in at least two of the following modules: Distribution, Manufacturing, Engineer to Order, or Preventative Maintenance

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)