Job Information
Vestis Services Chief Maintenance Engineer - Industrial Laundry in Portland, Oregon
Description
Come join the Aramark family as a Chief Maintenance Engineer!
We offer COMPETITIVE wages, GREAT benefits, FUN environment, Paid time off, Paid holidays,
Retirement plans, Employee stock purchase plan, Employee discounts, Referral bonuses, and more!
We would love to WELCOME YOU HOME – where you will be part of a FUN team, with a TEAM culture!
Apply now to learn more! We can’t wait to hear from you!
WHO WE ARE
Aramark Uniform Services (AUS) provides uniforms and related products to more than 400,000 customers nationwide, in virtually every industry. From designing and manufacturing to laundering and delivering, AUS works with local and national clients to create and maintain a total uniform solution that promotes teamwork and establishes a professional identity. AUS operates from over 200 locations nationwide.
Overview:
Performs work as part of a team in an industrial laundry facility. Responsible for the safe, expeditious, and accurate performance of routine in reference to a daily preventative maintenance schedule in and around the laundry facility.
Expertise in industrial electricity and motor controls must be HIGH
Strong electromechanical knowledge, skill, and ability
Proven prior leadership roles
Prior experience working with boilers, industrial machines, motor controls, and PLC’s
Commercial laundry industry experience would be a bonus, not required
Proven safety knowledge with Lock-out-tag process
Experience with involvement of safety programs with success
5s procedure
Experience with success preventive maintenance program
Scheduling day to day corrective maintenance repairs
Waste Water operations is a plus but not a requirement
LME certification also a plus but not a requirement
Experience:
3 to 5 years
Education:
High school diploma or equivalent required
License Requirements/ Certifications:
LME preferred
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)