Electrical Shift Engineer - Swanwick

Shift Electrician
Work pattern: 2 days on/2 nights on/ 4days off. 2 days on/2 nights on/ 4days off. 2 days on/2 nights on/ 10days off.
Shift times: 06:30-18:30/18:30-06:30
Location : Southampton, Swanwick
Salary: Upto 48k

Role Responsibilities:

• Carry out both Planned Maintenance Schedule plus Reactive Works as required on electrical services and equipment. This will include but not limited to HVAC, motors, pumps & LV/HV electrical systems. There is also a requirement to conduct periodic NICEIC.
• Record and keep logs of inspection reports and remedial work.
• Maintain a working knowledge of statutory regulations and to ensure awareness of all safety procedures.
• Undertake electrical repairs and installations as appropriate. Report any defects at time-of-service visit.
• Understand and complete all work-related documentation accurately and on time.

Required Qualifications:
applicants must meet the below defined requirements for the role.

• City and Guilds 236 and/or 232, Parts 1 & 2, NVQ Level 3 qualification.
• IEE 18th Edition Regulations and Test and Inspection 2391.
• Experience in dealing with LV and HV electrical maintenance work within the commercial services sector.

What's in it for you?

• HV Authorised Person training will be given to the right candidate, with Thermal Imaging training maybe given dependant on business needs.
• Opportunity to act as QS for the site after suitable site knowledge has been gained.
• Committed to the delivery of excellent customer service within a supportive team environment.

Randstad CPE values diversity and promotes equality. No terminology in this advert is intended to discriminate against any of the protected characteristics that fall under the Equality Act 2010. We encourage and welcome applications from all sections of society and are more than happy to discuss reasonable adjustments and/or additional arrangements as required to support your application.

Candidates must be eligible to live and work in the UK.

For the purposes of the Conduct Regulations 2003, when advertising permanent vacancies we are acting as an Employment Agency, and when advertising temporary/contract vacancies we are acting as an Employment Business.

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