Here, we believe there’s not one path to success, we believe in careers that grow with you. Whoever you are or wherever you come from in the world, there’s a place for you at Sherwin-Williams. We provide you with the opportunity to explore your curiosity and drive us forward. We’ll give you the space to share your strengths and we want you show us what you can do. You can innovate, grow and discover in a place where you can thrive and Let Your Colors Show!
Sherwin-Williams values the unique talents and abilities from all backgrounds and characteristics. All qualified individuals are encouraged to apply, including individuals with disabilities and Protected Veterans.
Manufacture batches per instructions. Operate material handling equipment, including forklifts. Monitor batches through visual inspection and react appropriately to that inspection. Manufacture batches using Process Control Computer System. Follow all written plant procedures. Participate in plant safety, waste and quality programs.
Major Tasks:
• Chemical batch processing. Charge batches, monitor processing, document progress on cooklogs and other forms, perform in-process and final QC testing, filter and transfer batches to storage or drumming/totting operations.
• Operate material handling equipment including fork trucks.
• Ability to read, understand, and execute work instructions and written procedures.
• Complete takt time documentation and enter reason codes for downtime in process control system.
• Follow all E,H&S regulations and guidelines.
• Actively participate in SMART and other safety programs.
• Participation towards completion of other related tasks and duties as directed or needed.
Basic Qualifications:
• Must be at least 18 years of age
• Must be legally authorized to work in the country for which you are applying for employment without now or in the future needing sponsorship for employment visa status
• Must have High School diploma or GED
Preferred Qualifications
• 2 years of experience as a reactor operator in a manufacturing site
Sherwin-Williams is proud to be an Equal Employment Opportunity/Affirmative Action employer committed to an inclusive and diverse workplace. All qualified candidates will receive consideration for employment and will not be discriminated against based on race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, age, pregnancy, genetic information, creed, marital status or any other consideration prohibited by law or by contract.
As a VEVRAA Federal Contractor, Sherwin-Williams requests state and local employment services delivery systems to provide priority referral of Protected Veterans.
Primary Location : United States-California-LOS ANGELES
:
Work Locations : USA CA Los Angeles Plant 5523 E. Slauson Avenue Los Angeles 90040
Travel : No
Job Posting : Sep 30, 2022
Schedule : Full-time
Respond By : Oct 14, 2022
Post your job
To find reactor operators for your business, try out a few different recruiting strategies:
- Consider internal talent. One of the most important talent pools for any company is its current employees.
- Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any reactor operators they would recommend.
- Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level reactor operators with the right educational background.
- Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.
- Post your reactor operator job on Zippia to find and recruit reactor operator candidates who meet your exact specifications.
- Use field-specific websites.
- Post a job on free websites.
Interview candidates
Your first interview with reactor operator candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.
It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.
The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.
Send a job offer and onboard your new reactor operator
Once you have selected a candidate for the reactor operator position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.
It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.
Once that's done, you can draft an onboarding schedule for the new reactor operator. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.
Go through the hiring process checklist
- Determine employee type (full-time, part-time, contractor, etc.)
- Submit a job requisition form to the HR department
- Define job responsibilities and requirements
- Establish budget and timeline
- Determine hiring decision makers for the role
- Write job description
- Post job on job boards, company website, etc.
- Promote the job internally
- Process applications through applicant tracking system
- Review resumes and cover letters
- Shortlist candidates for screening
- Hold phone/virtual interview screening with first round of candidates
- Conduct in-person interviews with top candidates from first round
- Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
- Conduct background checks on top candidates
- Check references of top candidates
- Consult with HR and hiring decision makers on job offer specifics
- Extend offer to top candidate(s)
- Receive formal job offer acceptance and signed employment contract
- Inform other candidates that the position has been filled
- Set and communicate onboarding schedule to new hire(s)
- Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)
How much does it cost to hire a reactor operator?
Hiring a reactor operator comes with both the one-time cost per hire and ongoing costs. The cost of recruiting reactor operators involves promoting the job and spending time conducting interviews. Ongoing costs include employee salary, training, benefits, insurance, and equipment. It is essential to consider the cost of reactor operator recruiting as well the ongoing costs of maintaining the new employee.
You can expect to pay around $40,533 per year for a reactor operator, as this is the median yearly salary nationally. This can vary depending on what state or city you're hiring in. If you're hiring for contract work or on a per-project basis, hourly rates for reactor operators in the US typically range between $12 and $28 an hour.