EPS US, LLC’s Pittsburgh, PA, office seeks a System Training & Commissioning Engineer. This is a fully remote position and the employee can work from anywhere in the United States to support the Project Installation team and work closely with the Help Desk Support engineers. Duties include: (i.) leading implementation projects to a successful conclusion in accordance with the company’s methodology; (ii.) providing post-go-live support and ongoing consultancy to our customer base; (iii.) developing and maintaining up to date knowledge on all Escada system applications, including new product developments; (iv) proactively working with the customer on-site to ensure an outstanding level of optimization training and customer satisfaction; and (v.) leading discovery sessions to clients to analyze and interpret business requirements and needs participating in the development and tracking of performance of process plant.

This is a fully remote position and the employee can work from anywhere in the United States.

Must have a bachelor's degree (or foreign equivalent degree) in Industrial Engineering or a directly related field plus 5 years of experience in a related position.

Must also have any experience with or knowledge of: (i) corrugated board environment with corrugated manufacturing machines, specifically as a machine operator/manager or maintenance engineer; (ii) Escada Syncro 7 Dry and wet end solutions; (iii) continuous and process control improvements in a corrugated manufacturing environment; (iv) developing training plans and then delivering training to customers in a professional manner; and (v) BHS, Fosber and Marquip Corrugators.

Must be able and willing to travel within assigned region and globally up to 75%.

Experience can be concurrent.

This is a fully remote position, and the employee can work from anywhere in the United States.

Apply below for consideration

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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 formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)