We know a few things about competing with giants and exceeding expectations.
After years of working in the field, our founders decided to break from tradition and build the company they wanted to work for. They believed in starting a company rooted in trust, its team, and the idea that everyone matters and has a part in getting the job done right.
Quickly building a reputation from the ground up and growing the company along with our list of clients, Optimal is now influencing the industry and the people we serve. We live by the values that make us who we are.
And that is how we deliver the impossible for our clients and team members every day.
The Instrumentation and Electrical (I&E) supervisor is responsible for supervising and coordinating the installation, maintenance, troubleshooting, and repair of instrumentation and electrical systems. This role requires strong leadership skills to effectively lead, motivate, and develop I&E technicians while ensuring safe, reliable, and compliant operation of plant equipment.
Essential Duties and Responsibilities:
Supervise daily activities of I&E technicians, including work assignments, scheduling, and job prioritization.
Install, maintain, troubleshoot, and repair instrumentation and electrical equipment, including motors, sensors, PLCs, VFDs, and control panels.
Perform routine calibration and testing of instruments such as flow meters, pressure sensors, temperature transmitters, and level devices.
Read and interpret electrical schematics, P&IDs, and technical manuals to diagnose system faults.
Ensure compliance with plant safety procedures, electrical codes, and regulatory standards during all work activities.
Use test equipment (e.g., multimeters, loop calibrators, meggers) to analyze and troubleshoot faults.
Support the commissioning and start-up of new instrumentation and electrical systems.
Document work performed, maintain maintenance logs, and update asset management systems.
Coordinate with operations and engineering teams to plan and execute work orders and projects safely and efficiently.
Identify opportunities for process or equipment improvements and communicate recommendations to leadership.
Requirements:
High school diploma or GED required, technical certificate or associate degree in Instrumentation, Electrical Technology, or related field preferred.
SAP Background.
Minimum of 1–2 years of experience in industrial electrical or instrumentation maintenance (chemical, petrochemical, refining, or manufacturing environments preferred).
Working knowledge of industrial control systems, wiring practices, and troubleshooting methods.
Must possess a valid driver's license or state-issued ID.
Ability to read and interpret electrical diagrams, technical documents, and safety procedures.
Strong communication and problem-solving skills with the ability to work independently and as part of a team.
Must be able to work in physically demanding environments, including climbing, lifting, and working in hot, cold, or confined spaces.
TWIC Card.
Ability to pass a drug screen, background check, and physical examination.
Stop relying on contractors who over promise, under deliver, and do not care about your success. Instead, experience the Optimal difference. Build your team with us and know you have experienced craftsmen who have your back and can deliver.
Optimal Field Services is an affirmative action and equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information.
Optimal Field Services is committed to providing access, equal opportunity and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. To request information regarding reasonable accommodation, contact your Human Resource Business Partner.
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)
Part of the CREST INDUSTRIES family of companies.