A DAY IN THE LIFE OF THE MAINTENANCE TECHNICIAN LOCATED IN LUMBERTON, MS:

POSITION EXPECTATIONS:

• Monitor all pipes, conveyors, and bins and assist unplug, as needed
• Assemble, install and repair equipment following blueprints and schematics
• Be sure to replace guards and protective devices after completion of project or repair
• Install, operate, repair, and maintain all plant machinery and equipment in optimal working order
• Consistently work at acceptable production levels
• Comprehend and perform all duties in accordance with safety rules and regulations and JSAs
• Comply with all company rules and regulations
• Keep the work area clean. (Cleanup during and after shift, don’t leave until cleanup complete)
• Comprehend and comply with Job Safety Analysis
• Prepare machine centers for daily use, working knowledge of all mill equipment
• Continually work on preventative maintenance
• Diagnoses; repairs malfunctioning mechanical equipment using cutting, welding, power, and hand tools
• Prefab, cut and weld
• Operate Production Equipment
• Other Duties as Needed

EDUCATION & OTHER REQUIREMENTS:

• High School Diploma or GED
• Ability to comprehend basic blueprints and schematics
• Basic mechanical skills
• Experience in use of trade tools
• Minimum one year experience in manufacturing/industrial work
• Ability to read and understand printed materials
• Ability to adjust work schedule, perform shift work, work overtime as needed
• Valid Driver’s License

PHYSICAL REQUIREMENTS:

Move safely, quickly, and perform duties with repetitious movement. Sit and/or stand for shift, reach with hands and arms, stoop, squat, twist, push and pull, maintain balance, bend at the waist, kneel, walk varying distances, and climb stairs. Must be able to tolerate all weather elements, loud conditions, vibrations, and airborne particles (sawdust).

PRE-EMPLOYMENT REQUIREMENTS:

As a condition of employment, Idaho Forest Group requires employees to complete a variety of pre-employment screening processes which may include, but are not limited to: criminal background check, drug and substance test, reference check, prior work verification, driving history (MVR), education verification, aptitude/skills testing, and credit checks. The depth of screening will vary based on the position.

WHY JOIN IFG - IDAHO FOREST GROUP:

IFG employees are the engines that drives our company’s culture and success. We value the diverse backgrounds, perspectives, and identities that team members bring to the job and recognize that it is often these experiences that fuel innovation. We are committed to building a workplace where diversity of thought, life experience, and family history are welcomed.

We recognize and highly value America’s veterans and especially believe the talents and ingenuity acquired through military service can help our company grow and thrive.

Idaho Forest Group is an Equal Opportunity Employer and prohibits discrimination against qualified individuals on the basis of race/ethnicity, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, age, genetic information, family medical history, or any other status protected by law. If you are an individual with disability and need a reasonable accommodation in the application or hiring process, please contact Human Resources at 208-762-6630 and/or hr@ifg.com

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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)