PAPE’ MATERIAL HANDLING, INC. – SEATTLE, WA

SERVICE COORDINATOR:

Do you love working in an energetic, fast-paced environment? Do you want to be a part of a winning team? Are you a detail person, but also love working with people? If this sounds like you, we would love to hear from you! Pape’ Material Handling, the premier capital equipment dealer in the West, is looking for a Service Coordinator to join their team in the Seattle area.

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 Coordinator, you will be in a dynamic, multi-faceted role that ensures our customers have a great experience when they get their equipment repaired or serviced at Pape’. Every day, you will be responsible for managing incoming and outgoing service department work, preparing warranty paperwork and monitoring reimbursements, providing excellent service to customers in person and on the phone, assisting with dispatching technicians, and more! To thrive in this role, you must be a detail person, enjoy working at a fast pace, and have a winning attitude.

WHAT YOU NEED:

• Excellent computer skills including Word, Excel, Outlook, and the ability to learn our internal computer systems.
• Excellent communication and customer relations skills.
• Ability to thrive in a team.
• Technical, leadership, and sales experience are preferred.
• Experience working directly with customers and knowledge of the material handling market are preferred.
• Must be able to occasionally lift and/ or move up to 50 pounds.

Compensation: $20-24/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.
• Progressive Vacation Plans, Sick Leave & Paid Holidays – Members receive 80 hours of vacation (First year is prorated for new hires based on start date), 40 hours of Sick Leave, 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.
• Advancement– Pape’ is a dynamic, growth-oriented organization with a focus on promoting from within.
• 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.
• Equipment– We have the largest equipment inventory in the West and an unparalleled parts inventory!
• Employee impact– Enjoy an open-door policy where your voice will be heard and your opinions will matter.
• 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 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)