Technical Parts Specialist

A fantastic new opportunity has opened up as a result of our client relocating to a new premises.

The position would suit someone who has worked in a parts department or an engineer seeking an office-based role. There is lots of opportunity for progression, that could be working towards a team leader role or becoming a technical guru.

The basics of the role is to ensure that the company can provide a high level of customer service to both internal and external customers for all technical and parts queries.

Key Responsibilities

• First point of contact for customer technical queries - diagnosing problems immediately where possible or researching issues and responding back quickly.
• Quoting parts to customers - and following up quotes to secure orders.
• Sourcing obscure/special order parts.
• Monitoring min and max stock levels to ensure adequate availability to meet demand.
• Ensuring engineer van stock levels are adequate to ensure strong first-fix rates are achieved.
• Processing warranty claims.
• Ensuring that parts manuals are up to date and readily accessible for engineers, sales and customers.
• Scheduling engineer work, ensuring our field team is as efficient as possible.

Your background:

• Ideally should experience in working in a parts department in a company dealing with electrical and mechanical products.
• Does not need to be an advanced technical wizard but must have a reasonable grasp of technical principles and have a desire to grow their knowledge.
• Must know how to read parts manuals and identify specific items required.
• Must be able to talk to technical people and understand them.
• The ideal candidate has probably worked in a larger parts department and is ready to take on a fresh challenge to set up and run their own show.
• May have worked as an engineer and be looking for progression into an office role

Benefits:

• Eligible for our Golden Pot profit-sharing scheme after 6-month probation
• This person will be the nucleus of our long-term parts department, and this presents different progression opportunities.
• The role initially does not require management of people - but as the business grows the team will grow and will require a team leader, and eventually a manager. This is one progression route.
• If people management does not appeal then another progression route could be skills and knowledge based. The person in this role has the potential to become our technical 'guru’ - achieving status and the associated recognition and reward because of the value they deliver.