Hand Finisher​/Deburr; Parts Mark) Night Shift

The Hand Finisher/Deburr (Parts Mark) at Triumph Geared Solutions Macomb is primarily responsible for deburring aircraft gears and complex housings, sand blasting, heat treat preparation and visual inspection of assignments. The Hand Finisher/Deburr (Parts Mark) must be able to produce high-quality products according to Triumph Geared Solutions Deburr Department and Parts Marking operations manual.

• Responsible for using portable air grinders, electric motors with mandrels, files, and other hand tools such as stones to remove burrs and other sharp edges from a variety of machined parts.
• May operate deburring machines, polishers, part washers and sandblasters.
• Ensures that all products conform to print specifications by following operations/manufacturing instructions regarding deburring and/or lapping requirements for each part produced.
• Maintains a safe and clean working environment by complying with procedures, rules, and regulations.
• Deburr metal parts by breaking sharp edges on all internal and external surfaces using motorized, pneumatic, and manual methods
• Completion of required paperwork allowing traceability of product build
• Use of hand-held tools such as files / scrapers / buffer / wire brushes / grit paper and similar tools
• Other duties as assigned.

• High school diploma or equivalent required.
• Previous experience in deburring of aircraft gears and housings is preferred.
• Familiar with lean manufacturing and continuous improvement techniques is beneficial.
• Thorough understanding of or the ability to quickly learn production equipment.
• Ability to read blueprints is preferred.
• Able to complete fine finish work using bore scopes and magnification devices.
• Ability to understand process sketches and drawings along with selection of abrasives to ensure design intent is achieved.
• Able to use Hand tool for Parts Marking serial numbers.
• Strong analytical and problem-solving skills.

• Ability to use hand tools.
• Physical ability to operate and repair machines.
• Prolonged periods of standing, walking, bending, or stretching
• Work may require bending, carrying, lifting to fifty (50) pounds, pulling, pushing, and standing.

• 19 Days Paid Time Off (annual allotment), Prorated PTO based on date of hire
• Company Paid Holidays
• 2nd Shift hourly positions receive 15% shift Premium
• Health Insurance starting on your first day
• Company Paid Short Term Disability, Long Term Disability, Life Insurance, Accidental Death, and Dismemberment (AD&D)
• Paid Parental Leave
• Employee Assistance Program
• 401(k) Match (75% match up to 6%)
• Recognition and Service Award Programs
• Educational Assistance Program
• Employee Referral Program
• Onsite Fitness Center Free!
• Climate controlled environment

Triumph Group and all its divisions and subsidiaries are Equal Opportunity/Affirmative Action Employers. Triumph Group provides reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Assistance Act of 1974 and Title I of the Americans with Disabilities Act of 1990.

We are an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status, or any other characteristic protected by law. Pursuant to International Traffic Arms Regulations ("ITAR") and the Export Administration Regulations ("EAR"), applicants for SELECT positions will be required to provide proof of U.S. Citizenship, U.S. Permanent Residence, or U.S. Immigration Status in order to meet the minimum qualifications for those select positions.

All inquiries related to citizenship are asked solely to comply with ITAR and EAR export licensing requirements.

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…