Advanced Salesforce Administrator / CRM Business Analyst

PAPE’ GROUP, INC. – EUGENE, OR – CORPORATE

ADVANCED SALESFORCE ADMINISTRATOR / CRM BUSINESS ANALYST:

Do you love building and implementing programs? Do you enjoy working in a team environment? Do you enjoy setting others up for success? If you answered yes, we want to hear from you! Pape’ Group Inc. is looking for an Advanced Salesforce Administrator with CRM Business Analyst experience to join their team.

If you are ready to make a career out of making a difference, then you are the person for this team!

WHAT YOU’LL DO:

We are seeking candidates who have a strong background with Salesforce as an Advanced Administrator, and in the design and development of Salesforce solutions, to be an integral part of our Salesforce Center of Excellence. Every day, you will be in a key support role and be tasked with efficiently synthesizing technical and business requirements and presenting implementation needs and options confidently to the end users.

WHAT YOU NEED:

Release Management experience.

3-4 years of experience implementing and configuring Salesforce.com.

At least a Salesforce.com Advanced Administrator certification is required and preference for the following:

App Builder, Sales Cloud, Service Cloud Certifications, Business Analyst.

Salesforce Tableau CRM experience preferred.

Previous experience working in a SCRUM or agile environment preferred.

Ability to help transform business objectives and functional requirements into technical Salesforce solutions.

Capability to assist with the testing and migration of change sets from development and testing sandboxes into the Salesforce production instance.

Self-starter drive with a strong ability to use initiative and work autonomously or as part of a team on multiple efforts.

Experience documenting and analyzing processes, procedures, and/or policies.

Compensation:

$85,000+/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), 24 hours of Sick Leave, 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 150 locations, over 4,300 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 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)