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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)