Hand Finisher/Deburr
Hand Finisher/Deburr
Responsibilities
This is a 2nd shift position
Summary: Specialized in hand-finishes production of complex parts by deburring and other methods and removes excess metal and surface defects from such items as hardware, material, assembled parts, etc. prior to plating or shipping by performing the following duties per blueprint and work instruction requirements:
Essential Duties and Responsibilities include the following. (Other duties may be assigned)
Selects abrasive belt or wheel according to grain size, type of finish specified, product being polished, or amount of metal to be removed.
Attaches wheel or belt to drive mechanism.
Starts equipment and manipulates workpiece against abrasive wheel or portable wheel against workpiece to remove metal and surface defects.
Examines part for acceptability of dimensions and finish.
Ability to back-up the leadman for the department.
Qualifications
Qualifications
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.
Education and/or Experience
High school diploma or general education degree (GED); or five to seven years related experience and/or training; or equivalent combination of education and experience.
Computer Skills
To perform this job successfully, an individual should have knowledge of MRP Manufacturing software.
Certificates, Licenses, Registrations
Other Skills and Abilities
Extensive knowledge of deburring process.
Must be able to complete work with little to no supervision.
Specialized in deburring exotic materials.
Physical Demands
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Hourly rate: $22.52 - $29.00 plus 2nd shift differential of $2.50
Triumph Group and all its divisions and subsidiaries are Equal Opportunity/Affirmative Action Employers. Triumph Group provides reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Assistance Act of 1974 and Title I of the Americans with Disabilities Act of 1990. Applicants who need accommodation in the job application process should [email protected] request assistance. Include the title of the position and location in the subject line of your email so we may direct your email to the appropriate person. Please note that only those inquiries concerning a request for reasonable accommodation will be responded to.
"An Equal Opportunity Employer - Minorities/Females/Disabled/Veterans" We are an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status, or any other characteristic protected by law. Pursuant to International Traffic Arms Regulations (“ITAR”) and the Export Administration Regulations (“EAR”), applicants for SELECT positions will be required to provide proof of U.S. Citizenship, U.S. Permanent Residence, or U.S. Immigration Status in order to meet the minimum qualifications for those select positions. All inquiries related to citizenship are asked solely to comply with ITAR and EAR export licensing requirements.
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).
Equal employment opportunity, including veterans and individuals with disabilities.
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