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Maintenance Tech- Mid Day Shift

Wipro Givon USA

Job Location:

Everett, MA - USA

Hourly Salary: USD 24 - 32

Posted: 3 July 2026 (30+ days ago)

Application Deadline: 12 November 2026

Vacancies: 1 Vacancy

Job Summary

Wipro Givon USA has an exciting new opportunity for a Maintenance Technician. This position performs routine upkeep of facilities as assigned by the supervisor and assists the maintenance department

Company Benefits - Why work with Wipro Givon

Competitive Base Pay - $24.00-$32.00/Hourly
(Hours: Mon - Fri 2pm - 10:30pm

Excellent Health Dental and Vision options

Paid Time Off and Company Paid Holidays

Company Paid Life Insurance

401k with Company Match

Supplement Insurance Options

Onsite Employee Events

JOB DUTIES AND RESPONSIBILITES

Performs janitorial functions including general facilities maintenance as requested assigned or needed.

Empties or dumps bins containing metal chips. Sorts various types of metal chips for recycling as required.

Operates forklift pallet jack or other plant machinery or equipment to accomplish maintenance or production tasks as needed.

Performs repairs and maintenance tasks on facilities and buildings. Builds constructs or relocates office and shop materials
supplies equipment and other items as requested or assigned.

Performs or assists with tasks in other areas or departments as assigned requested or needed.

Meets established standards for productivity and quality. Confers with supervisor when problems arise which impact expected
level of performance.

Responsible for supporting and ensuring compliance to ISO 9001/AS9100 Quality Management Systems.

Must contribute to a positive work environment.

Troubleshoots and repairs all malfunctioning or inoperable plant equipment and machinery (ie Fanuc Okuma and Haas controls).

Repairs and/or replaces defective parts.

Lubricates and cleans parts as needed.

Minor electrical troubleshooting.

Starts devices to test their performance.

Performs scheduled preventative maintenance activities on plant machinery and equipment.

Performs any task required to support customer requirements and company goals.

JOB REQUIREMENTS AND ABILITIES

5 years of experience with general maintenance

10 years experience maintaining CNC machines preferred

Ability to read and interpret documents such as safety rules operating and maintenance instructions and procedure manuals.

Ability to carry out instructions furnished in written oral or diagram form.

Ability to define problems collect data establish facts and draw valid conclusions.

Ability to use basis hand and power tools.

Ability to obtain Forklift Certification.

The ability to use hands to finger handle or feel and reach with hands and arms.

The ability to frequently stand walk and climb or balance.

The ability to occasionally required to sit and stoop. Kneel crouch and crawl.

The ability to regularly lift and/or move up to 25 pounds and occasionally lift and/or move up to 50 pounds.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions

Due to our participation in U.S. export control programs under the International Traffic in Arms Regulations (ITAR) applicants must be a U.S. Person as defined in ITAR 120.15. This includes U.S. citizens lawful permanent residents (green card holders) refugees or asylees

Wipro Aerospace USA is an Equal Opportunity Employer. We do not discriminate on the basis of race color religion creed sex gender identity or expression sexual orientation national origin age disability veteran status or any other legally protected status under federal state or local law.

Compensation: $24.00 - $32.00 per hour

We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race color religion sex national origin disability status protected veteran status or any other characteristic protected by law.

Wipro Infrastructure Engineering (WIN) a business of Wipro Enterprises (P) Limited set up the Aerospace business in 2013 as a solutions provider in Actuators (Cylinder & Piston) Aerostructures Machining Sheet Metal Assembly and Testing.
WIN spans over four decades in hydraulics. It is today a diversified business in Aerospace Water Treatment Additive Manufacturing and Automation Solutions in addition to Hydraulics business. It has 14 state-of-the-art manufacturing facilities across 4 continents and a global workforce of more than 2000 people.

We have leveraged 40 years of precision engineering expertise and domain knowledge of Hydraulics especially Actuators to set up the Aerospace business.
In 2016 WIN acquired HR Givon (Now known as Wipro Givon) an Israel-headquartered manufacturer of metallic parts and assemblies for the Aerospace industry. Givon was founded in 1970 by Ruth and Haim Givon as a family-owned business and grown to be Israels largest manufacturer of metallic aerostructure parts and assemblies. Wipro Givon operates additional manufacturing site in Everett WA less than a mile away from Boeings main factory.

Currently Wipro Aerospace has three manufacturing sites:

India 68700 mt² (17 Acres)
Israel 11600 mt²
USA 2600 mt²

Equal Opportunities Equal Dignity Without Discrimination

Wipro Aerospace has merit at the core. Job aspirants are evaluated for employment purely on the basis of their competency qualification and experience. Wipro is an equal opportunities employer and every team member at the Company enjoys equality in all aspects of employment right from recruitment to training career progression and employment service.

As an employee you will enjoy equal opportunity in all aspects of employment including recruitment training conditions of service and career progression. We have zero tolerance policy towards any violation of employees privacy and personal dignity. We do not tolerate the offensive behavior violence or harassment of any kind.

Recruitment

While hiring we do not regard race color religion national origin citizenship age sex marital status ancestry physical or mental disability medical condition socio-economic background or sexual orientation.

All advertisements for posts give clear and accurate information to enable potential applicants to assess their own suitability for the post.

Information about vacant posts will be provided in such a manner that it does not restrict its audience in terms of sex race marital status socio-economic background disability age sexual orientation or religion.

Recruitment literature will not imply a preference for one group of applicants unless there is a genuine occupational qualification which limits the post to this particular group in which case this will be clearly stated.

All descriptions and specifications for posts will include only requirements that are necessary and justifiable for the effective performance of the job.

All selection procedures will be thorough conducted against defined criteria and will deal only with the applicants suitability for the job.

Applicants may contact the hiring team for any assistance during the recruitment process in case of any disadvantage faced due to any reason.

Any request for assistance in any manner due to a challenge faced by the applicant will not have any bearing on the candidature unless the job requirement excludes such challenges.

Where existing employees acquire a disability while in employment we take the necessary steps to enable them to retain their employment.

Diversity and Accessibility

We value and respect the cultural contribution of all our employees who are hired from different nationalities.

HR Departments are set up across all geographies to understand and craft processes and policies appropriate to the legal social and business environment of the geography we are present in.

All offices and information systems are constantly revamped to incorporate the accessibility needs and requirements of employees.

Training

Wipros employees are given opportunities to be trained on appropriate skills systems and processes regardless of sex race marital status socio-economic background disability age sexual orientation or religion.

All employees will be encouraged to discuss their career prospects and training needs with their Manager/Supervisor or the HR Department.

Business with Integrity

Business with Integrity is a Wipro Value. A finely articulated Code of Business Conduct (CoBC) helps us achieve the highest levels of transparency and propriety thus strengthening the foundations of our business.

Code of business conduct

Every team member of Wipro is expected to read and understand the Wipro Code of Business Conduct and Ethics and the Integrity Manual (collectively referred to as Code) uphold these standards in day to day activities comply with all applicable policies and procedures and ensure that all agents and contractors are aware of understand and adhere to these standards.

Ombudsperson

Wipro does not tolerate any malpractice impropriety abuse or wrongdoing. This policy has been introduced by the company to enable individuals to raise concerns about any malpractice impropriety abuse or wrongdoing at an early stage and in the right way without fear of victimization subsequent discrimination or disadvantage.

Spirit of Wipro

People Practices

Reward and Recognition

At Wipro we believe every important milestone in the career of a team member need to be recognized and appreciated. It can be a simple thank you note or a mention in team meetings or a well designed formal event to recognize the achievement. Be it exemplary business results service milestones or personal excellence demonstrated we believe in celebrating them. We have several individual awards team awards long service awards family support awards to name a few.

Apart from these we ensure exceptional performance is also recognized and rewarded through Talent Review Planning (TRP) process.

We firmly believe that it is imperative to let a team member know that their contribution to the organization is seen valued and recognized. There is work is appreciated and valued.

Learning and Development

Wipro supports the career lifecycle needs of team members through different stages. Our programs focus on areas like enhancing knowledge of global manufacturing practices manufacturing and special processes functional knowledge of operational excellence quality finance and HR processes. We have Leadership lifecycle programs for each step in the leadership ladder. Employee development is the topmost priority for us and we enable it through:

Learning opportunities to build capability through Training Programs Action Learning On-the-job Learning and Industry Exposure

Development interventions aligned to career plans: Mentoring Coaching Bubble Assignments Leadership Programs

Additional interventions for specific roles through stretch assignments cross-functional projects role rotations overseas/global assignments

Our Leadership & Development initiatives are focused on building technical functional and leadership competencies of our team.

We also have a customized Behavioral and Leadership Training initiative Wipro School which addresses the key identified development priorities of select team members through the year. Wipro School focuses on development initiatives and behavioral training programs aimed at:

Building Leadership Capability

Developing role based Managerial and Behavioral Skills

Enhancing Team and Personal Effectiveness

The programs are run in collaboration with Wipros Corporate Human Resource Development (CHRD) team and a combination of internal and external faculty and trainers.

We encourage employees to take ownership of their development process and steer their careers in directions which are aligned with their strengths and interests. Team members are encouraged to nominate themselves to programs published in the training calendar. They are also encouraged to seek out external learning opportunities in the form of training programs conferences and seminars which aid in skill and knowledge building.

Career Growth

The Career growth process at Wipro is collaborative and inclusive. Every team member has visibility and understanding of the Organizations strategy and plan and thereby has an in-depth knowledge of their Goals and Objectives (G&O). These are tied to overall business goals and achievements. Performance against G&Os is evaluated formally during periodic Performance Review cycles.

Wipros Performance Management Succession Planning and Development processes are geared towards the development and nurturing of high potential talent across levels in the organization. Our performance appraisal framework covers rating on key competency areas identifying key strengths and improvement areas management reviews and customer feedback.

In addition our Talent Review and Planning (TRP) process conducted at Business unit or functional level identify young leaders who have the ability to take on larger or more critical roles in the organization. Performance appraisals competency feedback potential assessment are inputs for this process. Individual development plans are drawn up as a part of the exercise for the identified employees to groom and prepare them for future roles.

To conform to U.S. Government export regulations applicant must be a (i) U.S. citizen or national (ii) U.S. lawful permanent resident (aka green card holder) (iii) Refugee under 8 U.S.C. 1157 or (iv) Asylee under 8 U.S.C. 1158 or be eligible to obtain the required authorizations from the U.S. Department of State. Learn more about the ITAR here.

Applicants requiring reasonable accommodation to the application/interview process should notify the Human Resources Department at or .

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