Description
Do you have experience working on Commercial Generators, Low or Medium Voltage Switchgear? Experience with Battery Storage Equipment? PowerSecure, a Southern Company Subsidiary, is hiring experienced, independent, and reliable Service Technicians. Great earnings potential ranging from ($26/Hr to $45/Hr) including a Sign On Bonus up to $15,000.
Pay Depends on Experience.
Perks of being a Generator Technician at PowerSecure
Premium compensation rates for all Generator Technicians AND Sign on Bonus up to $15,000 depending on experience level
Double Time for ER Callouts 6PM - 6AM
Company supplied truck, cell phone, credit card, uniforms, rain and arc flash gear
Annual work boot Program
Paid vacation, holidays, personal, sick and parental leave days
Medical, dental, vision and life insurance coverage and Matching 401(k) plan
Tuition reimbursement
Wellness Incentive Programs
Job Requirements
Four or more years of commercial/industrial experience working on generators, engines, switchgear and controllers. Volvo engine experience a plus.
20% overnight travel.
Must be able to pass a DOT physical, background check and drug screen
Strong written and verbal English skills
Proficiency with Microsoft Office tools, Outlook email/calendars
OEM Training, certification and/or EGSA certification preferred
Responsibilities
Repair and service all makes and models of Generator Sets.
Repair and troubleshoot engines such as Volvo, Cummins, Detroit Diesel, John Deere and MTU.
Troubleshoot, repair and program switchgear.
Inspect, repair, service and start-up load bank test requirements on equipment.
Deliver exceptional customer service.
Thorough and timely completion of job documentation.
Provide on call services as required.
Physical Demands
Tasks require the regular and, at times, sustained performance of moderately physically demanding work.
85% physical activity required on customer site working with equipment
15% administrative tasks and technical support activities
Physical Activity:
May involve the lifting, carrying, pushing, and/or pulling of moderately heavy objects and materials (20-75 pounds).
Frequently is required to stand, walk, and sit. The employee is occasionally required to use hands, to touch, handle or grasp, reach with hands and arms.
Combination of climbing and balancing to include climbing ladders, stooping, kneeling, crouching, and crawling.
Must have the physical ability to wear Personal Protective Equipment (PPE), including but not limited to Protective Glasses,
Protective Gloves, and Protective Footwear as required.
Specific vision abilities required by this job include close vision, distance vision, color vision, depth perception and ability to adjust focus. Must be able to read computer screens, paper documents, equipment.
Ability to perceive and discriminate sounds, depth, texture, and visual cues or signals.
Up to 10 consecutive hours driving heavy duty truck.
May be required to work long and unpredictable hours.
About Us
PowerSecure, a Southern Company subsidiary, is a leading provider of innovative energy solutions to electric utilities and their industrial, institutional, and commercial customers.
Join Our Power Team! (https://cloud.3dissue.com/205953/206237/242401/HR-9-14-2020/index.html)
We invest in high-value and cost-effective benefits for our employees. Our benefits package includes:
Medical, dental, vision and life insurance coverage
Competitive pay and a matching 401 (k) plan
Vacation, Company Holidays, Paid Time Off (PTO- personal and sick days)
Flexible spending accounts/Health savings account
Wellness Incentive Programs
Employee Referral Program
Tuition Reimbursement
PowerSecure is an Equal Opportunity/Affirmative Action employer and will consider all qualified applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status. This position is not open to third party recruiters.
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)
