Industrial Mechanic Oiler (Moyie) - Idaho Forest Group

CAREER GROWTH OPPORTUNITY FOR AN INDUSTRIAL OILER LOCATED IN MOYIE SPRINGS, ID

COMPETATIVE PAY STRUCTURE FROM $26.58 - 29.15/HR. MEDICAL, DENTAL, VISION, 401K with 5% COMPANY MATCH.

The Industrial Oiler is a vital part of the Maintenance Team providing support to the Millwrights and performing preventative maintenance to the mills machine centers.

Position Duties and Essential Function:

• To lubricate and oil mechanical components; maintain oil in gearboxes and hydraulic units
• Fills oil can and grease gun with specified lubricants
• Applies lubricants to moving parts
• Greases bearings; friction surfaces; pours oil on chains and sprockets; maintains reservoir levels
• Moves 55 gal. Drums or bulk lubricants to central distribution locations using motorized lift equipment
• Reports defective or malfunctioning machinery to supervisor
• Maintains inventory of lubricants works with millwrights and purchasing to order needed supplies.
• Performs all duties in accordance with safety rules and regulations.
• Ability to read and understand safety rules and regulations

Job Requirements:

• Read and understand printed materials and/or means to compensate for such
• Comprehend and consistently perform the safety functions of the essential functions.
• Comprehend reasonable instructions and plan steps to carry out essential functions with minimal supervision taking a leadership role.
• High school diploma or equivalent required.
• Valid driver’s license required.
• Must be able to adjust work schedule, perform shift work, work overtime as needed
• Must Interacts courteously and respectfully with coworkers at all times.
• Must interact professionally with customers, vendors, and visitors always.

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:

 https://vizi.vizirecruiter.com/Idaho-Forest-Group-3199/index.html

IFG employees are the engine 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.

IFG 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.

#ifg123

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) Maintenance