KEY RESPONSIBILITIES:

• Stock materials in the warehouse and throughout the facility.
• Main duties include receiving, put away, and picking of parts
• perform cycle counts in the warehouse
• Locate and deliver materials to manufacturing according to the Standard Operating Procedure
• Move materials from warehouse, dock, or trailers to designated locations as required.
• Deliver material to using department and warehousing departments.
• Restock parts as needed •Ensure product is moved in a safe manner and delivered without damage.
• Store items in an orderly and accessible manner in warehouse and maintain 5s compliance in designated area.
• Ensure appropriate transactions are performed at the time of movement for all inventory moves.
• Perform and document daily inspections of picking equipment.
• Observe and follow all safety procedures including standard PPE use and fall protection where necessary.
• Perform all other assigned duties as instructed by management.

Qualifications:

• High School Diploma or GED preferred
• Some warehouse/inventory experience preferred

• Power equipment experience, preferably an OSHA approved license
• Must be able to multi-task, meet deadlines
• Experience with warehouse management systems is desirable
• Experience withMicrosoft Excel, Word and Outlook
• Skill in ERP/MRP systems preferred

PHYSICAL DEMANDS/WORKING CONDITIONS:

• Standard office environment
• Ability to occasionally lift up to 20 pounds
• Ability to occasionally climb, balance, stoop, kneel, reach
• Ability to work extended hour

This job description does not constitute a written or implied contract of employment, nor is it an all-inclusive list of responsibilities.Twin City Fan Companies, Ltd. reserves the right to revise or change job duties and responsibilities as business needs arise.Qualifications are representative of minimum levels of knowledge, skills, and experience required.
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)