Production

IDAHO FOREST GROUP IS SEEKING AN EXPERIENCED BOILER-KILN OPERATOR TO JOIN OUR TEAM IN MOYIE SPRINGS, ID. COMPETATIVE PAY FROM $24.

72 - $28.72 / HR DOE. $2.00 PER HOUR SHIFT DIFFERENTIAL WHERE APPLICABLE. FULL BENEFITS INCLUDING MEDICAL, DENTAL AND VISION AFTER 30 DAYS.

401K WITH 5% COMPANY MATCH! POSITION SUMMARY The Boiler / Kiln Operator maintains a wood fueled boiler to produce lumber with specified moisture content by kiln drying.

KEY RESPONSIBILITIES Responsibilities include but are not limited to the following :

• Operate boiler by maintaining required pressure and steam flow.
• Monitor fuel in silo and be able to keep it at certain levels.
• Dry lumber of all sorts using computer to control kiln.
• Operate forklift to load and unload kilns, change kilns, and dump hopper.
• Monitor kilns throughout shift and make adjustments as needed.
• Cover sawmill / planer drivers when necessary.
• Help with new hire training and cross training of existing team members.
• Perform consistent work at acceptable production levels.
• Other duties as needed.
• The Boiler-Kiln Operator is a work-up step position. Work-up steps / Apprentice levels available. REQUIRED QUALIFICATIONS
• High school diploma or GED.
• Forklift Certification
• Ability to communicate effectively.
• Ability to work in a team environment.
• Ability to pass a drug and alcohol test, post-offer pre-employment physical, and background check.
• Valid driver’s license. PREFERRED QUALIFICATIONS
• Previous boiler / kiln experience.
• Boiler license. 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). PRE-EMPLOYMENT REQUIREMENTS : 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. WHY JOIN IFG - IDAHO FOREST GROUP : https : / / vizi.vizirecruiter.

com / Idaho-Forest-Group-3199 / index.html IFG employees are the engine that drives our company’s culture and success. We value the diverse backgrounds, perspectives, and identities that team members bring to the job and recognize that it is often these experiences that fuel innovation.

We are committed to building a workplace where diversity of thought, life experience, and family history are welcomed. We recognize and highly value America’s veterans and especially believe the talents and ingenuity acquired through military service can help our company grow and thrive.

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 disability and need a reasonable accommodation in the application or hiring process, please contact Human Resources at 208-762-6630 and / or hr@ifg.

co 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)

Last updated : 2024-05-12