A DAY IN THE LIFE OF AN IFG CONTROLS TECHNICIAN LOCATED IN LUMBERTON, MS:
POSTION EXPECTATIONS:
- Participate in a continuous process improvement culture
- Collaborate with others to identify and formulate alternative solutions
- Navigate changes, delays or unexpected events in the work environment
- Make timely decisions and with reasoning for decisions
- Focus on quality control and execution
- Diagnose causes of malfunctions
ESSENTIAL FUNCTIONS:
- Install and maintain electrical systems and components throughout the mill and ensure optimal working order.
- Comprehend and perform all duties in accordance with rules, regulations and JSAs
- Design and/or manage the controls and automation portions of capital and maintenance projects
- Work with management to establish and maintain a robust, viable, long- term automation plan
- Installation, repair and maintenance of electrical components
- Diagnose causes of malfunctions
- Continually work on preventative maintenance
- Ensure inventory of critical spare parts
- Work with, assist and train electricians in controls, automation, networks, etc.
- Consistently keep a production level work pace
PREFERRED EXPERIENCE:
- Ladder Logic or Other PLC Programming Software
- Motor Speed Controllers/ VFDs
- Motor Control Systems
- Ethernet/IP and General Networking
- Pneumatic & Hydraulic Controls
EDUCATION & OTHER REQUIREMENTS:
- Associates Degree or Bachelor’s Degree – Preferred or 5+ years experience in an Industrial Work Environment
- Own tools
- Valid Driver’s License is required for business travel
- Ability to work at varying heights
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.
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)
