Pape’ Material Handling, Inc Looking for Shop Technician / Mechanic Full Time

PAPE’ MATERIAL HANDLING, INC. – TIGARD, OR

SHOP TECHNICIAN / MECHANIC:

Are you passionate about working on equipment and honing your mechanical skills? Are you on the lookout for an opportunity to advance your career rather than just another job? Pape’ Material Handling, the leading capital equipment dealer in the Western region, invites applications for the position of Shop Technician at our Tigard, OR location.

At Pape’, we’re dedicated to investing in the growth of your Technician career by providing comprehensive training, abundant resources, and unwavering support. We are committed to seeing you expand your skill set and expertise, and in return, we offer competitive compensation, a balanced work-life schedule, and benefits for both you and your family. Come be a part of our team!

WHAT YOU’LL BE RESPONSIBLE FOR:

As a Shop Technician, your primary role will involve working on material handling equipment within our well-equipped shop. Your focus will be on ensuring accurate and timely equipment repairs, all with the goal of supporting our valued customers and maximizing their operational efficiency. Each day, envision yourself collaborating with fellow skilled Technicians in an environment that offers all the backing and resources you need to deliver top-tier equipment service.

YOUR QUALIFICATIONS:

• A minimum of 3 years of experience diagnosing and repairing equipment, preferably within the material handling industry.
• Basic computer proficiency.
• Self-driven and motivated.
• Must possess your own set of tools.

Starting Compensation: $22+/hr (Dependent on Experience)

Why Choose Pape’:

• Competitive pay that reflects your skills, training, and experience.
• Comprehensive benefits package, 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 – Our members receive 80 hours of vacation (with the first year prorated for new hires based on start date), 24 hours of Sick Leave, and 7 paid holidays annually. Papé vacation plans also offer tiers based on your seniority, allowing your vacation time to grow as you do.
• Career Advancement – Pape’ is a dynamic, growth-oriented organization that prioritizes internal promotion.
• Stability and Reputation – Pape’ is a fourth-generation, family-owned company with over 150 locations, employing over 4,300 members, and boasting more than 85 years of industry expertise. Pape’ is renowned for its stability, honesty, and integrity.
• Equipment – We maintain the largest equipment inventory in the Western region along with an unmatched parts inventory!
• Employee Impact – Experience our open-door policy, where your voice counts, and your opinions hold value.
• Training – We provide comprehensive training and mentorship to prepare you for your role and support ongoing learning to advance your skills.

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 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)