Precision Ag Specialist (Finance)

PAPE' MACHINERY, INC. – AGRICULTURE & TURF DIVISION –

YAKIMA, WA

PRECISION AG SPECIALIST:Are you an expert in Precision Agriculture software? Do you love sharing your knowledge with others? Do you like creating your own success and results? If you answered yes to these questions, we would love to hear from you! Pape' Machinery, the premier equipment dealer in the West, is looking for a skilled Precision Ag Specialist to join their team in Yakima, WA.

At Pape', you can count on us to heavily invest in your career through training, resources, and support. We want to see you grow your skill set and experience, and in turn, provide excellent compensation, work-life balance, and benefits for you and your family. Come join our team!

WHAT YOU'LL DO:

As our Precision Ag Specialist, you will serve as the regional expert, key contact, and first line of support for assisting all departments in configuring, quoting, setting up, and supporting John Deere Precision Ag and other Integrated Solutions-related products. This will include explaining the customer value of the John Deere Precision Ag strategy, the features and benefits of each product, MyJohnDeere.com, Operations Center, JDLink, and Stellar Support website navigation. Every day, you will be focused on driving precision ag solution sales, assisting customers with troubleshooting and how to best utilize their products, and supporting Pape' members with training and knowledge on all precision Ag products. To thrive in this role, you must have an entrepreneurial mindset, be well organized, and love being a part of a winning team.

WHAT YOU NEED:

• Excellent customer relations skills.
• Ability to identify issues related to Precision Ag and related technology solutions.
• Ability to communicate effectively with customers by telephone and in person.
• Experience in Product Support department operations and customer expectations.
• Strong computer skills, including experience with Microsoft Office suite (Word, Excel, PowerPoint & Outlook).

Compensation: $77,969-$93,573/yr (Depending on Experience)

Why work for Pape':

• Competitive pay based on your skills, training, and experience level.
• Outstanding benefits including –401(k) & Roth 401(k) Retirement Plans with Company Match; Medical, Dental, Vision and Prescription Insurance; Flexible Spending Accounts (Flex Plans); Life Insurance; Short- and Long-Term Disability Insurance; Employee Assistance Program; Online and Instructor-Led Training; Tuition Reimbursement for Training Programs.
• Progressive Vacation Plans, Sick Leave & Paid Holidays – Members receive 80 hours of vacation (First year is prorated for new hires based on start date), 1 hour of sick leave for every 40 hours worked, and 7 paid holidays each year. Papé vacation plans also have tiers based on your seniority, so as your seniority grows, your vacation time off does as well.
• Advancement– Pape' is a dynamic, growth-oriented organization with a focus on promoting from within.
• Stability and reputation— Pape' is a family-owned, fourth-generation company with over 160 locations, over 4,500 members and 85 plus years of experience. Pape' is known for their stability, honesty and integrity.
• Equipment– We have the largest equipment inventory in the West and an unparalleled parts inventory!
• Employee impact– Enjoy an open-door policy where your voice will be heard and your opinions will matter.
• Training– You will be provided with training and mentoring to prepare you for your role and continued learning to grow your skills.

The Pape' Group maintains a drug-free workplace and as such, requires candidates to successfully pass a pre-employment drug test.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilitie

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)