Bark Handler (Grangeville) (Manufacturing)
This position operates heavy equipment to maintain and manage residuals onsite.
Hourly wage starting at $24.40
Essential Functions:
- Maintain and manage grinder pile
- Clean up/loading of pad bark in Log Yard scaling area (front end loader, rock truck, excavator)
- Weekly loading and hauling of bark and debris around infeed of Debarker and both reject chutes at DLI
- Processing of bark piles through screen plant and or grinder
- Maintain screen plant and grinder through proper preventative and corrective maintenance
- Loading hog fuel into chip trucks
- Assist with other duties pertaining to site maintenance as directed by Maintenance Manager
- General laborer duties - lifting, digging, cleaning, repairing, etc.
- Assist in the clean-up of sawdust, bark, broken boards, and other waste materials leftover from typical sawmill operation
- Assist with snow removal on plant site roadways and parking areas during the winter months
- Comprehend and perform all duties in accordance with safety rules and regulations and JSAs
- Use of computerized maintenance system to document work orders and project status
- Use of MSDSs
- Keep shop and tools organized - cleanup during any down time
Equipment Operation
- Ability to safely operate backhoes, skid steers, dump trucks, water trucks, excavators and loaders for various site maintenance duties
- Using a forklift for moving various tools, equipment, or materials throughout the plant
- Consistently work at acceptable production levels
Specific job duties may vary per mill & based on machinery.
Qualifications:
- High School Diploma or GED (or willingness to quickly obtain one as a condition of employment)
- Valid Driver's License is highly required
- Mechanical ability to perform preventative and corrective maintenance
- Minimum one year experience in the operation of forklift, bobcat, backhoe, front end loader, excavator, water truck etc.
- Good verbal and written communicate skills
- Ability to adjust work schedule, perform shift work, work overtime as needed
As a condition of employment, Idaho Forest Group requires employees to complete a variety of pre-employment screening processes which may include, but are not limited to: criminal background check, drug and substance test, reference check, prior work verification, driving history (MVR), education verification, aptitude/skills testing, and credit checks. The depth of screening will vary based on the position.
Physical Requirements:
Ability to sit and/or stand for shift, reach with hands and arms, stoop, squat, bend at the waist, kneel, walk varying distance, and climb stairs. Must be able to tolerate all weather elements, loud conditions, airborne particles (sawdust).
Idaho Forest Group is an Equal Opportunity Employer and prohibits discrimination against qualified individuals on the basis of race/ethnicity, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, age, genetic information, family medical history, or any other status protected by law. If you are an individual with a disability and need a reasonable accommodation in the application or hiring process, please contact Human Resources at 208-762-6630 and/or hr@idfg.com.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights notice from the Department of Labor.
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)
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