Posted in General Business 9 days ago.
Type: Full-Time
PAPE’ MACHINERY, INC. – CONSTRUCTION & FORESTRY DIVISION – CORPORATE
TECHNICAL TRAINER:Are you a master technician? Are you a people person? Do you enjoy training and setting others up for success? If you answered yes to these questions, we would love to hear from you! Pape’ Machinery, the premier capital equipment dealer in the West, is seeking to hire a Technical Trainer to join their team
At Pape’, you can count on us to heavily invest 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, work-life balance, and benefits for you and your family. Come join our team!
WHAT YOU’LL DO:
As our Technical Trainer, you will be tasked with developing and conducting programs for Pape’ Machinery to train employees and/or customers on the proper safety, maintenance and repair of WIRTGEN equipment. This will include designing and distributing training materials, scheduling and leading training sessions/classes, tracking technician’s progress, mentoring technician trainees, and more! You will also attend various seminars and training sessions and integrate new information into our training programs. To thrive in this role, you should be a master technician with a deep understanding of WIRTGEN equipment, and be a natural leader and teacher with a drive to set other technicians up for success.
This is can be an in- office role, working out of our corporate office in Eugene or hybrid remote position; if hybrid travel to the corporate office is required at times for team meetings. The successful candidate must reside in California, Oregon, or Washington.
WHAT YOU NEED:
Compensation: $72,000-$100,600/yr (Depending on Experience)
Why work for Pape’:
The Pape’ Group maintains a drug-free workplace and as such, requires candidates to successfully pass a pre-employment drug test.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilitie
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)
Fred Meyer |
SLOCUM ORTHOPEDICS, P.C. |
OnePeak Medical |
MacLean-Fogg Company |
Deckers Retail LLC |
ThyssenKrupp Elevator Corporation |