Shipping & Receiving Clerk

Shipping & Receiving Clerk

Do you love working in a positive, high-energy environment? Do you enjoy being the go-to person? Do you love providing a great experience for customers? If you answered yes to these questions, we want to hear from you! Ditch Witch West, the premier capital equipment dealer in the West, is looking for a warehouse shipping and receiving clerk to join their team in Phoenix.

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

• Ensure that the warehouse is organized and parts are ready to be pulled.
• Sort small packages and unload freight from LTL trucks.
• Check-in freight, match packing slips to parts, and receive parts into the computer.
• Stage these parts for our customers or our technicians.
• Place stock orders from several different vendors.
• Pick orders for customers and the technicians.
• Ship out parts to customers and other dealers.
• Call customers to let them know their parts are in.
• Drive our company vehicle to some local vendors to pick up parts when needed.
• Maintain the inventory in our warehouse, checking counts and researching history.
• Keep our warehouse clean.
• Review and manage returns in a timely and accurate manner.

WHAT YOU NEED:

• Able to lift 50 pounds consistently and able to work in the Arizona heat.
• Driver’s license with a good driving record.
• This team member will be required to stand and walk 80-90% of the work day.
• Computer proficiency, including the ability to email venders, learn our internal computer systems, and use a computer to schedule packages for pick up.
• Ability to package orders, use shipping software and set up for pick-up.
• Ability to communicate effectively with parts and service team, in an effort to keep customers and technicians supplied with parts.
• Good attention to detail.

Compensation: $22+/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)