Service Administrator / Receptionist at Pape' Machinery, Inc in Mt Vernon, Washington

Job Description:

PAPE’ MACHINERY, INC. – CONSTRUCTION & FORESTRY DIVISION –

MT. VERNON, WA

SERVICE ADMINISTRATOR / RECEPTIONIST: Are you a detailed-oriented person who thrives in a busy environment? Do you enjoy working with a wide variety of teammates and customers to accomplish a shared goal? If you answered yes to these questions, we would love to hear from you! Pape’ Machinery, the premier capital equipment dealer in the West, is seeking a member to join their service team.

At Pape’, you can count on us to heavily invest in your career through training, resources, and support. We want to see you grow your skill set and experience, and in turn, provide excellent compensation, work-life balance, and benefits for you and your family. Come join our team!

WHAT YOU’LL DO:

As our Service Administrator & Receptionist, you will be the face and voice of our branch as well as ensure that our service department operations are optimized and our technicians are scheduled and prioritized in an effort to best serve our customers. You will ensure that all service department work orders are opened, maintained, proofed, and closed in the most efficient way possible. You will also handle bank deposits, filing, and more!

To thrive in this role, you must love detail and order, have a customer service mindset, and enjoy a fast-paced environment.

WHAT YOU NEED:

• Excellent verbal and written communication skills.


• Ability to create and maintain good relationships with both internal and external customers.


• Above-average typing and computer skills, including experience with Microsoft Outlook, Word, and Excel.


• Exceptional organizational skills and attention to detail.


• Ability to multi-task and work in a fast-paced environment.


• Technical knowledge of equipment and dispatching experience is preferred.

Compensation: $21.19-30/hr (Depending on Experience)

Why work for Pape’:

• Competitive pay based on your skills, training, and experience level.


• 
  Outstanding benefits including –401(k) & Roth 401(k) Retirement Plans with Company Match; Medical, Dental, Vision and Prescription Insurance; Flexible Spending Accounts (Flex Plans); Life Insurance; Short- and Long-Term Disability Insurance; Employee Assistance Program; Online and Instructor-Led Training; Tuition Reimbursement for Training Programs.


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  Progressive Vacation Plans, Sick Leave & Paid Holidays – Members receive 108 hours for vacation/sick pay (First year is prorated for new hires based on start date), and 7 paid holidays each year. Papé vacation plans also have tiers based on your seniority, so as your seniority grows, your vacation time off does as well.


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  Advancement– Pape’ is a dynamic, growth-oriented organization with a focus on promoting from within.


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  Stability and reputation— Pape’ is a family-owned, fourth-generation company with over 160 locations, over 4,500 members and 85 plus years of experience. Pape’ is known for their stability, honesty and integrity.


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  Equipment– We have the largest equipment inventory in the West and an unparalleled parts inventory!


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  Employee impact– Enjoy an open-door policy where your voice will be heard and your opinions will matter.


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  Training– You will be provided with training and mentoring to prepare you for your role and continued learning to grow your skills.

The Pape’ Group maintains a drug-free workplace and as such, requires candidates to successfully pass a pre-employment drug test.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilitie

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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