Robotics Maintenance Technician

3 weeks ago

Anchorage, United States Mistras Group Full time

Description POSITION SUMMARY: The Robotics Maintenance Technician builds and maintains a fleet of field deployed inspection robots and various associated electromechanical systems. Responsibilities for this job include assembling robotic systems, evaluating and repairing robotic systems upon project completion, troubleshooting, evaluating areas to make improvements, and maintaining repair and change records. This position reports to the Anchorage office, Monday – Friday 8am to 5pm. MAJOR RESPONSIBILITIES/ACTIVITIES: Assisting in the construction of robotic equipment Performing preventive maintenance on robotic equipment Troubleshooting and repairing electrical and mechanical systems Troubleshooting and fixing software/firmware via remote connectivity software Maintaining parts and equipment inventory Operating x-ray systems General organization and maintenance of shop MINIMUM REQUIREMENTS: High School Diploma minimum, Formal training in electrical engineering technology, machining, or electronics engineering is preferred, Have a valid driver’s license Proficient with computers, networks and WiFi systems Proficient in functional testing of DC power systems, encoders and sensors Proficient in soldering and de-soldering of electronic components Proficient in the use of manual machining tools such as mill, lathe, and cutting machines Experience in Digital Radiographic Testing is preferred Must demonstrate initiative and interact effectively with others in a team environment Excellent communication and organizational skills Must be able to routinely lift up to 75 lbs. This job description reflects management's assignment of essential functions; it does not prescribe or restrict the tasks that may be assigned. Mistras Group, Inc. is an equal opportunity provider MISTRAS strives to provide a positive work environment that values excellence in safety and quality, free from discrimination and harassment. Every MISTRAS employee plays a part in our Company’s success and making this a great place to work. We are committed to a work place where all employees are free to raise issues, concerns and questions for the improvement of our operations and work environment. Safety is the overriding priority in everything we do; all duties critical to safety, quality, and environmental protection are carried out in compliance with all requirements and with personal accountability. Note to Applicants: Smoking is prohibited in all indoor areas of the Company unless designated smoking areas have been established by a particular location in accordance with applicable state and local law. Note to Rhode Island Applicants: The company is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island, and is therefore covered by the states worker's compensation law. Initial ( if applicable) Massachusetts Applicants: I understand that it is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. Initial ( if applicable): Maryland Applicants: I UNDERSTAND THAT UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A POLYGRAPH OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100. #LI-AB1 Equal Opportunity Employer/Veterans/Disabled: An Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability. 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)

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