Summer Helper (Grangeville) at Idaho Forest Group in Grangeville, Idaho

Job Description:

Idaho Forest Group is currently seeking a Seasonal Summer Hire to join our team.

This is a temporary position that will provide assistance in the in the Main Office.

Essential Functions:

• Scan documents into electronic files


• Assist with projects


• Other duties as needed

Qualifications:

• High School Diploma or GED


• Minimum 18 years of age


• Valid Driver’s License is highly preferred


• Must be enrolled as a Full-time college student for the Fall 2025 semester

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:

Move safely, quickly, and perform duties with repetitious movement.  Sit and/or stand for shift, reach with hands and arms, stoop, squat, twist, push and pull, maintain balance, bend at the waist, kneel, walk varying distances, and climb stairs.  Must be able to tolerate all weather elements, loud conditions, vibrations and 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
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)

Administrative

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