At
CompucomStaffing, you’re more than just a number. Our employee relationship managers support you throughout your engagement, providing career guidance and reemployment assistance.
Our client is currently seeking a qualified
M&A Hardware Asset Management Technician to join their team
onsite in San Francisco, CA.
The Hardware Asset Management team is accountable for the management of client's hardware assets globally, which includes optimizing the value and cost of technology assets while mitigating the risks these assets present to the organization. This is done by establishing an effective technology life cycle that spans from technology asset selection, operation, refresh, migration, optimization, all the way through the retirement and disposal of the asset.
Duties and Responsibilities:Ensure accurate and timely reporting, and that data completeness and quality issues are quickly identified and escalated to the accountable data or process owners
Provide the finance department with the data to enable the research & maintenance of quarterly budgets and business cases
Act as POC for internal teams to define cost savings, asset compliance, and service improvements
Assist in inventory management and procurement activities
Be an advocate and educate fellow employees about company hardware policies
Provide partnership in IT initiatives by recommending alternatives, identification of emerging technologies, and knowledge of IT activities
Administration of hardware information and the creation of records
Build solid relationships with IT vendors and leverage these to bring the highest quality service to business partners & internal customers
Examine data to ensure users are in compliance with company hardware standards
Develop an eye for innovation and process improvements
Partnership with vendor account teams to achieve the execution of contracts and the automation of processes
Become familiar with the client platform with the aim of becoming a certified Admin
Wage Range:
The rate for this position is between
$21.00 - $28.00 per hour, unless local minimum wage is higher. Factors which may affect starting pay within this range may include geography/market, skills, education, experience and other qualifications of the successful candidate.
Benefits:
The Company offers a comprehensive benefit package that you can elect into including but not limited to the following benefits, subject to applicable eligibility requirements: medical insurance, dental insurance, vision insurance, life insurance, AD&D insurance, disability plans, Employee Assistance Program, paid holidays (up to 6 days annually), paid time off (minimum of 10 days annually), paid parental leave (minimum of 10 days annually), 401(k), FSA/HSA pre-tax benefits.
The compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law.
W2 only, no Corp to Corp.
Equal Employment Opportunity: CompucomStaffing™, a division of CompuCom® Systems, Inc., is an Equal Opportunity Employer. We provide IT staffing services and solutions to Fortune 1000 companies as well as small and medium businesses. For more information, visit
www.compucom.com.
Work Authorization: Candidates must be authorized to work in the United States without the need for current or future employer sponsorship.
AI Usage: Please note, artificial intelligence (AI) may be used to screen and/or assess applicants for this position but will not be used to substantially replace human decision making regarding this position.
Arizona Applicants:
TO THE EXTENT REQUIRED BY APPLICABLE LAW, THE COMPANY MAINTAINS A SMOKE-FREE WORKPLACE. California Residents:
PLEASE REVIEW THE CALIFORNIA CONSUMER PRIVACY ACT NOTICE. We will consider for employment all qualified applicants, including those with criminal histories, arrest, and conviction records in a manner consistent with the requirements of applicable state and local laws. This includes the City of Los Angeles Fair Chance Initiative for Hiring Ordinance as well as the San Francisco Fair Chance Ordinance.Maryland Applicants:
UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT AN INDIVIDUAL SUBMIT TO OR TAKE A LIE DETECTOR OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100.Massachusetts Applicants: IT IS UNLAWFUL IN MASSACHUSETTS TO REQUIRE OR ADMINISTER A LIE DETECTOR TEST AS A CONDITION OF EMPLOYMENT OR CONTINUED EMPLOYMENT. AN EMPLOYER WHO VIOLATES THIS LAW SHALL BE SUBJECT TO CRIMINAL PENALTIES AND CIVIL LIABILITY. Rhode Island Applicants:
THE COMPANY IS SUBJECT TO CHAPTERS 29-38 OF TITLE 28 OF THE GENERAL LAWS OF RHODE ISLAND, AND IS THEREFORE COVERED BY THE STATE’S WORKERS’ COMPENSATION LAW.#INDCCStaffing Candidates selected to interview must participate in live, on-camera video interviews for identity verification and assessment purposes. Interviews will be recorded where permitted by law. Participation and consent to applicable recording requirements are required to continue in the hiring process. Failure to participate in required on-camera interviews may result in removal from further consideration for employment.