Resident Service Technician

4 weeks ago

Hermiston OR, Umatilla County, OR, United States Pape' Machinery, Inc Full time

PAPE’ MACHINERY, INC. – AGRICULTURE & TURF DIVISION – HERMISTON, OR

RESIDENT SERVICE TECHNICIAN / MECHANIC:

Are you an expert technician that is a self-motivated and enjoys working on equipment out in the field? Do you get up each morning eager to provide quality customer service? Are you looking for not just another job, but a career? Pape' Machinery is seeking a Resident Service Technician to join their team and serve customers in Hermiston, OR.

At Pape', you can count on us to invest heavily in your career through training, resources, and support. We want to see you grow your skill set and experience, and in turn, provide excellent compensation, and benefits for you and your family. Come join our team

WHAT YOU’LL DO:

As a Resident Service Technician, you will work on all makes and models of agriculture equipment in the field ensuring equipment diagnostics and repairs are done accurately and timely in an effort to support our customers and maximize their uptime. Being an advanced technician, we will count on you when a tough job needs to get done. Every day, picture yourself working on advanced John Deere equipment and technology with the support and resources you need to perform top-notch work.

WHAT YOU NEED:

  • 4 or more years of working knowledge of agricultural equipment and or similar heavy equipment including mechanical, electrical, hydraulic systems, and air conditioning systems.
  • A team-oriented personality, with the focus and drive to work without direct supervision.
  • The discipline and skill to complete technical diagnostic and repair procedures.
  • John Deere specific training will be provided and is not necessary to apply.
  • Excellent customer relations and communication skills.
  • Must provide own tools.
  • Driver’s license with a good driving record.
  • Must reside in or be close to the Hermiston, OR area.

Compensation: $40-50/hr (Depending on Experience)

Why work for Pape’:
  • Competitive pay based on your skills, training, and experience level.
  • Outstanding benefits including – 401(k) & Roth 401(k) Retirement Plans with Company Match; Medical, Dental, Vision and Prescription Insurance; Flexible Spending Accounts (Flex Plans); Life Insurance; Short- and Long-Term Disability Insurance; Employee Assistance Program; Online and Instructor-Led Training; Tuition Reimbursement for Training Programs.
  • Progressive Vacation Plans, Sick Leave & Paid Holidays – Members receive 80 hours of vacation (First year is prorated for new hires based on start date), 24 hours of Sick Leave, and 7 paid holidays each year. Pape’ vacation plans also have tiers based on your seniority, so as your seniority grows, your vacation time off does as well.
  • Advancement – Pape’ is a dynamic, growth-oriented organization with a focus on promoting from within.
  • Stability and reputation — Pape’ is a family-owned, fourth-generation company with over 160 locations, over 4,500 members and 85 plus years of experience. Pape’ is known for their stability, honesty and integrity.
  • Equipment – We have the largest equipment inventory in the West and an unparalleled parts inventory
  • Employee impact – Enjoy an open-door policy where your voice will be heard and your opinions will matter.
  • Training – You will be provided with training and mentoring to prepare you for your role and continued learning to grow your skills.

The Pape’ Group maintains a drug-free workplace and as such, requires candidates to successfully pass a pre-employment drug test. Licenses & CertificationsRequired
  • Driver License

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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