Field Tech II

We are seeking a reliable and customer-focused IT Field Technician to provide onsite technical support for Lowe's retail locations in the Paramus, NJ area. This role is responsible for troubleshooting hardware and software issues, supporting store technology systems, and assisting with device deployments and repairs to ensure store operations run smoothly.ResponsibilitiesProvide onsite technical support for store technology and end users Troubleshoot and repair desktop computers, laptops, printers, and peripherals Support point-of-sale (POS) systems and store network devices Perform hardware installations, upgrades, and device replacements Assist with IMACD tasks (Install, Move, Add, Change, Dispose) Diagnose and resolve network connectivity issues Use ticketing systems to track and document service requests Coordinate with remote support teams to resolve technical issues Maintain and manage IT equipment inventory and asset tracking Follow company procedures for equipment deployment and device disposal Skills & Qualifications1–3 years of IT support or field technician experience Experience troubleshooting Windows operating systems Familiarity with desktop hardware, printers, and peripherals Experience working with ticketing systems Strong troubleshooting and problem-solving skills Excellent communication and customer service skills Ability to work independently in a retail or field environment Preferred QualificationsExperience supporting POS systems or retail technology Familiarity with basic networking (LAN, TCP/IP, routers, switches) IT certifications such as CompTIA A+ or Network+ Ability to lift and move equipment up to 40 pounds Wage RangeThe hourly rate for this position is between $23.00 - $25.00 per hour. Factors which may affect starting pay within this range may include geography/market, skills, education, experience and other qualifications of the successful candidate.BenefitsThe Company offers the following benefits for this position, subject to applicable eligibility requirements: medical insurance, dental insurance, vision insurance, life insurance, AD&D insurance, disability plans, Employee Assistance Program, paid holidays (up to 12 days annually), paid time off (minimum of 10 days annually, which increases with seniority level), paid parental leave (minimum of 10 days annually), 401(k), FSA/HSA pre-tax benefits. More detailed information can be found here.The compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law.Equal Employment Opportunity: Compucom is committed to providing equal employment opportunities in all employment practices. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability, protected veteran status, or any other characteristic protected by law.Work Authorization: Candidates must be authorized to work in the United States without the need for current or future employer sponsorship.Arizona Applicants: TO THE EXTENT REQUIRED BY APPLICABLE LAW, THE COMPANY MAINTAINS A SMOKE-FREE WORKPLACE.California Residents: PLEASE REVIEW THE CALIFORNIA CONSUMER PRIVACY ACT NOTICE.We will consider for employment all qualified applicants, including those with criminal histories, arrest, and conviction records in a manner consistent with the requirements of applicable state and local laws. This includes the City of Los Angeles Fair Chance Initiative for Hiring Ordinance as well as the San Francisco Fair Chance Ordinance.Maryland Applicants: UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT AN INDIVIDUAL SUBMIT TO OR TAKE A LIE DETECTOR OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100.Massachusetts Applicants: IT IS UNLAWFUL IN MASSACHUSETTS TO REQUIRE OR ADMINISTER A LIE DETECTOR TEST AS A CONDITION OF EMPLOYMENT OR CONTINUED EMPLOYMENT. AN EMPLOYER WHO VIOLATES THIS LAW SHALL BE SUBJECT TO CRIMINAL PENALTIES AND CIVIL LIABILITY. Rhode Island Applicants: THE COMPANY IS SUBJECT TO CHAPTERS 29-38 OF TITLE 28 OF THE GENERAL LAWS OF RHODE ISLAND, AND IS THEREFORE COVERED BY THE STATE’S WORKERS’ COMPENSATION LAW.