Job Description:
Triumph Group

Responsibilities

Assembly 3 Technician:

Job Summary: Produces products by assembling parts and subassemblies in a level III assembler position.

Major Accountabilities:
1. Proficiently use and train others in the use of measuring tools (e.g. OD & ID Micrometers, height gages, dial calipers, optical flats, etc.).
2. Takes the initiative to build and assemble components by reading assembly instructions, engineering drawings and written instructions.
3. Proficient in the understanding of Triumph Actuation Systems-Clemmons procedures and paper work system.
4. Meets production deadlines by following correct procedures without supervision.
5. Capable of attaining the knowledge of assembling 60% or more of the Triumph Actuation Systems-Clemmons products from prep work to final assembly.
6. Troubleshoot, build and repair production units.
7. Contribute to team effort, work safely, and maintain a positive attitude, by learning procedures, following the leadership of your team leader, and training others with less experience.

Qualifications

Physical Requirements: Work may require bending, carrying up to 40 lbs. Sitting or standing up to a minimum for eight hours per day
Minimum Education Required: High school diploma or GED.
Minimum Years of Experience Required: Two years in aviation maintenance, military, or manufacturing.
Key Knowledge, Skills and Abilities Required:
1. Airframe & Powerplant License holder preferred
2. Demonstrable mechanical aptitude
3. Engineering Drawing Reading ability
4. Basic Computer Skills
5. Basic math skills
6. Ability to read/write in the English language

Pursuant to International Traffic Arms Regulations (ITAR) and the Export Administration Regulations (EAR), applicants for SELECT positions will be required to provide proof of U.S. Citizenship, U.S. Permanent Residence, or U.S. Immigration Status in order to meet the minimum qualifications for those select positions. All inquiries related to citizenship are asked solely to comply with ITAR and EAR export licensing requirements.
Legally authorized to work in the United States without company sponsorship.

The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required of personnel assigned to this job.

Triumph Group and all its divisions and subsidiaries are Equal Opportunity/Affirmative Action Employers. Triumph Group provides reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Assistance Act of 1974 and Title I of the Americans with Disabilities Act of 1990. Applicants who need accommodation in the job application process should contactTGIapplicant@triumphgroup.comto request assistance. Include the title of the position and location in the subject line of your email so we may direct your email to the appropriate person. Please note that only those inquiries concerning a request for reasonable accommodation will be responded to.

"An Equal Opportunity Employer - Minorities/Females/Disabled/Veterans" We are an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status, or any other characteristic protected by law. Pursuant to International Traffic Arms Regulations (ITAR) and the Export Administration Regulations (EAR), applicants for SELECT positions will be required to provide proof of U.S. Citizenship, U.S. Permanent Residence, or U.S. Immigration Status in order to meet the minimum qualifications for those select positions. All inquiries related to citizenship are asked solely to comply with ITAR and EAR export licensing requirements.

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).

PI239589489

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