Welder – 2nd Shift-Conversion Req. for TEMP to FULL-TIME

Calling all Welders! We have an immediate need at our Randleman, NC facility for welders on 2nd shift. Competitive pay, positive work environment, and great benefits! Our welding team is responsible for fabrication and welds being completed by following engineering drawings and meeting quality and safety standards. Knowledge of quality weld inspections and welding machines is critical!

Requirements

Prior welding experience required (minimum 6 months)

Experience with MIG welding technique

Ability to read / interpret engineering drawings containing weld symbols, work instructions, UL Standard, and written directions

Ability to pass a background check and drug screen

Ability to lift 40 lbs.

Ability to stand for a minimum of 4 hours at a time during shift

High School Diploma (or GED) preferred but not required

About Us

PowerSecure, a Southern Company subsidiary, is a leading provider of innovative energy solutions to electric utilities and their industrial, institutional, and commercial customers. We invest in high-value and cost-effective benefits for our employees.

Our benefits package includes:
Medical, dental, vision and life insurance coverage

Competitive pay and a matching 401 (k) plan

Vacation, Company Holidays, Personal Days and Sick Days

Flexible spending accounts/Health savings account

Wellness Incentive Programs

Employee Referral Program

Tuition Reimbursement

PowerSecure is an Equal Opportunity/Affirmative Action employer and will consider all qualified applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status.

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)