Assembler II - 1st Shift

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Eaton’s ES GEIS BLD division is currently seeking an Assembler II - 1st Shift at our Reno, NV facility. Core hours are 6:00 a.m. – 2:30 p.m.; overtime may exceed these hours and be mandatory  hourly rate is $22.00 per hour.

Please note the salary information shown above is a general guideline only. Salaries are based upon candidate skills, experience, and qualifications, as well as market and business considerations.

• Health benefits effective day one of employment.
• Retirement benefits, paid parental leave, educational assistance, wellness reimbursement, and more.

The Assembler II position is primarily focused on assisting and setting up for welders in the Cable Tray department. The Assembler II will assemble and stack/band cable tray ladders, handling materials and parts up to 50 pounds frequently throughout the shift.

• Perform simple repetitive assembly of parts and components.
• Use bolts, screws, hand tools, clips and other fastening devices.
• Work under close supervision and may work from models, samples, or simple diagrams.
• Handle 50-pound parts to assist with large part construction.
• Support all facility continuous improvement and LEAN initiatives, including:
  • Maintain 5‑S (sort, set in order, shine, standardize, sustain) throughout shop floor and office areas.
  • Track and sustain all visual management tools such as layered audits, overall equipment effectiveness (OEE) boards, and any additional LEAN tools deemed necessary.
  • Encourage, support, and actively participate in Kaizen improvements and events throughout the facility, department, and area of responsibility.

Basic Qualifications

• No relocation is available for this position; only candidates currently residing within 50 miles of the Reno, NV facility will be considered. Active‑Duty Military Service member candidates are exempt from the geographical limitation.
• Eaton will not consider applicants for employment immigration sponsorship or support for this position. This includes all CPT, OPT, STEM OPT, F‑1 to H‑1B, H‑1B cap registration, O‑1, E‑3, TN status, I‑485 job portability, and similar plans.

• Able to stand on feet continuously during the working shift.
• Must be able to wear required personal protective equipment as required by company policy and procedure.
• Must be able to handle materials up to 50 pounds with or without reasonable accommodation.

• Able to regularly lift 50 pounds with or without reasonable accommodation; occasionally lift more than 50 lbs.
• Exposure to high noise level (ear protection may be required in some areas).
• Exposure to high traffic areas with forklift activity.
• Work environment exposes to oils, lubricants, and solvents.
• Require fine manipulation of hands with repetitive motion.

We are committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job‑related reasons regardless of an applicant’s race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, marital status, genetic information, protected veteran status, or any other status protected by law.

Eaton believes in second‑chance employment. Qualified applicants with arrest or conviction history will be considered regardless of their history, consistent with the Los Angeles County Fair Chance Ordinance, the California Fair Chance Act and other local laws. You do not need to disclose your conviction history or participate in a background check until a conditional job offer is made to you.

To request a disability‑related reasonable accommodation for the job search, application or interview process, please call 1‑800‑836‑6345. Only accommodation requests will be accepted at this number.

We know that good benefit programs are important to employees and their families. Eaton provides various health and welfare benefits as well as retirement benefits, and several programs that provide for paid and unpaid time away from work.  for more detail:
Eaton Benefits Overview. Please note that specific programs and options available to an employee may depend on eligibility factors such as geographic location, date of hire, and the applicability of collective bargaining agreements.