Technical Trainer - PAPÉ

Description

PAPE’ MATERIAL HANDLING - SOUTHERN CALIFORNIA

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’ Material Handling, the premier capital equipment dealer in the West, is seeking to hire a Technical Trainer to join the team and support the Southern CA region.

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’ Material Handling to train employees and/or customers on the proper safety, maintenance and repair of machinery and equipment. This will include designing and distributing training materials, scheduling and leading training sessions/classes, tracking technicians’ 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 material handling and heavy equipment, and be a natural leader and teacher with a drive to set other technicians up for success.

WHAT YOU NEED:

• One year certificate from College or Technical School and at least five years related experience and/or training or equivalent combination of education and experience.
• A thorough understanding of OEM program requirements and how to best utilize Pape’ Material Handling resources to maximize value to the region and customer service.
• In-depth theory of electrical, hydraulic and mechanical equipment.
• Ability to communicate to groups with various skill levels.
• Basic computer skills.
• Excellent written and oral communication skills.
• Valid driver’s license with a good driving record.
• This position will require overnight travel and overtime hours, including nights and weekends.

Compensation: $90,000-$100,000/yr (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), 40 hours of Sick Leave, and 7 paid holidays each year. Papé 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.

Qualifications

Behaviors

Motivations

Education

Experience

Licenses & Certifications

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)