Job Description:
Triumph Group

Responsibilities

Key Position Requirements:
• Assemble, teardown, test mechanical assemblies, for commercial and military.
• Identify defective items and replace them.
• Follow assembly procedures.
• Use test equipment to perform in process testing and final Acceptance Test Procedures (ATPs) and Component Maintenance Manual (CMM).
• Adhere to operational procedures.
• Utilize hand tools such as, but not limited to, pliers, wrenches, screwdrivers, arbor press, depth micrometers, calipers, lockwire pliers, dial indicators, pressure gauges, flow meters, multimeters, and specialized test equipment.
• Perform lock wire/safety wire, install nameplate and perform final detailing.
• May act as department representative in customer audits/visits.
• Maintain clean and safe work area.
• May be temporarily reassigned to cover workload in other areas.

Qualifications

• High School diploma, GED or equivalent from an accredited institution is required.
• 4 -6years experience in aerospace manufacturing,
• Experience working in an FAA environment
• Min 4 years' experience in assembly and testing of hydraulic and electromechanical actuators and working knowledge of hydraulic test equipment.
• Soldering experience, certification is plus
• Associates degree in technical field.
• A&P License.
• Read/understand drawings and manuals.
• Dependability in attendance, ability to work independently, handle change, stay focused under pressure, and willingness to work overtime as needed.
• PC and data entry.
• Possesses good listening skills, an ability to accept constructive criticism, be flexible and open-minded, maintain good peer relations, and be responsive to customer needs.
• Contributes to team projects by exchanging ideas and options, work well with other departments, and develop positive working relationships.

Physical Limitations: Work may require bending, carrying, sitting two (2) hours a day, and standing six (6) hours per day. Work may require lifting, pulling, and carrying up to fifty (25) pounds.

Legally authorized to work in the United States without company sponsorship.
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 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.

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).

PI257080672

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