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With mechanical, hydraulic, and electrical systems and equipment and/or telecom and data infrastructure maintenance. Experience with PLC controls, PC's, PM and TPM systems, tool cribs, supply and inventory systems, compressors, dryers and other plant support equipment, pneumatic and electrical distribution systems, material handling equipment, HVAC, and experience with plant safety quality and environmental programs.
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Under guidance and mentoring provided by Maintenance Supervisor and/or Maintenance Manager, coaches, plans, and monitors implementation and coordination of Total Process Management (TPM) program.
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Maintenance/Facilities Work Team Leader(Supervisor) page is loaded Maintenance/Facilities Work Team Leader(Supervisor) Apply locations MI - Holland time type Full time posted on Posted 30+ Days Ago job requisition id JR103460 Why join us.
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As a Penske Maintenance Supervisor you will use your excellent communication, organization, and multitasking skills to engage your diesel technicians, maintain good morale among your team, and keep your customers happy.
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Learn to perform quality preventive maintenance inspections per company methods under the guidance of fleet technicians II & III, fleet supervisor or manager on all fleet vehicles including tractors, trailers, converter dollies, lift-gates, light-duty vehicles, and any other company-owned equipment.
Full-timeExpandUpdated 8 days ago - UpvoteDownvoteShare Job
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Learn to perform quality maintenance repairs under the guidance of fleet technicians II & III or fleet supervisor or manager as required to maximize safety and reliability on all fleet vehicles including tractors, trailers, converter dollies, lift-gates, light-duty vehicles, and any company-owned equipment.
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Diagnose the cause of any malfunction and perform repairs to manufacturer specifications including but not limited to engines, transmissions and clutches, drive-line, differential, steering and suspension, fuel and ignition system, exhaust systems (including regeneration systems), intake systems, electrical systems, brake systems, HVAC systems, and lift-gate hydraulic, mechanical and electrical systems under the guidance of fleet technician II & III or fleet supervisor or manager.
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Performs various maintenance functions as needed, including minor repairs that do not require the need for a license in the following areas: electrical, plumbing, appliances, flooring, carpentry, painting, and heating/air issues.
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Utilize an advanced skillset in troubleshooting electrical systems including power distribution, motor controls, variable speed controllers, servo controllers, and robotics. Support, monitor and expand Preventive/Predictive Maintenance throughout all facility systems and machinery.
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Identify coordination / support required from other groups (Electrical, Maintenance, GCS, etc.) As a supervisor for our Maintenance Engineering Team, you will have two primary areas of responsibility.
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Seek opportunities to enhance communications and to build collaborative relationships with Regional Property Supervisor, fellow colleagues, Maintenance Technicians and vendors. Demonstrate ability and expertise in making electrical, plumbing, and carpentry repairs related to the general maintenance of a multifamily community.
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Supervisor (Facilities) has to report to Facilities Manager and Engineer to lead a team of tradesmen and external labours to handle all daily maintenance & repair work of production equipment & building facilities to comply with statutory and airworthiness regulations; and to select the most technical feasible & cost-effective solutions to solve all technical problems encounter in daily maintenance & repair work.
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Mitigate any technical issues or discrepancies with the Program Supervisor and assigned engineers. Five years' experience in engineering with preference given to RF propagation, RF site preparation and tower/construction maintenance related experience Experience with Bill of Materials generation and layout design HAM Operator license preferred US Citizen.
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Description:Our client is currently seeking a Maintenance Supervisor (Electrical) to oversee all aspects of electrical maintenance operations, prioritizing safety adherence.
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Must possess a working knowledge of residential building maintenance to include, but not limited to, plumbing, electrical, flooring and appliances. The Supervisor is responsible for developing systems to support PM programming, cost control measures, budgeting, hiring, and coaching and counseling maintenance team members.
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
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One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
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In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.