ESSENTIAL FUNCTIONS AND RESPONSIBILITIES

• Accurately documents all parts, equipment, and materials within Access Control warehouses.
• Maintains knowledge of hardware and materials, including product names, nomenclature, and product codes used in Access Control operations.
• Issues parts, equipment, and materials to Technicians.
• Performs regular cycle counts and reports all discrepancies to the Warehouse Manager.
• Regularly operates a forklift in day-to-day operations when properly trained, licensed, and approved.
• Receives shipments, unpacks materials, verify accuracy according to packing slips, and documents and reports discrepancies.
• Maintains inventory counts in BuyLU Inventory and related spreadsheets.
• Handles and move materials, including unloading delivery trucks, loading trucks and vans, and delivering materials to jobsites.
• Picks and stages materials and hardware for projects and work orders.
• Responsible for warehouse cleanliness, stock organization, and project staging organization.
• Cross-trains to support and work with other Access Control teams, including Doors & Hardware, Electronic Access Control, and Lockshop.
• Protects University assets by following established inventory, access, key, tool, material-control, safety, and housekeeping procedures.

• Strictly adheres to Liberty University policies, representing the University in an exemplary manner.
• Works effectively as a team member, embracing and fostering LU’s Christian model and Mission – Training Champions for Christ.

Tier II

• Maintains strong knowledge of Access Control hardware, product names, nomenclature, product codes, and common applications used in department operations.
• Coordinates project staging and delivery in support of departmental work orders, projects, and operational priorities.
• Investigates inventory discrepancies, recommends corrective actions when appropriate, and reports findings to the Warehouse Manager.
• Supports advanced warehouse operations through coordination, documentation, and communication with the Warehouse Manager and Access Control teams.
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SUPERVISORY RESPONSIBILITIES  

• Warehouse Associate 2 may provide task guidance, training support, and day-to-day direction to Warehouse Associate 1 employees as assigned by the Warehouse Manager.
• Provides informal leadership support by promoting safe work practices, accurate inventory processes, warehouse organization, and timely communication of operational needs.

QUALIFICATIONS AND CREDENTIALS

Education and Experience

•  High school diploma or GED required.
• Warehouse, inventory, receiving, delivery, or related material-handling experience preferred.
• Ability to learn and accurately perform Access Control warehouse procedures, inventory processes, and material-handling responsibilities.
• Organization, computer, spreadsheet, data entry, and recordkeeping skills preferred.
• LU Forklift License must be obtained within 3 months of employment.
• Certified through LU to operate a 24’ box truck within 3 months of employment.

Tier II

• Minimum of 2 years warehouse experience required, preferably in inventory control, receiving, delivery coordination, or Access Control-related materials.
• Ability to perform Warehouse Associate 1 responsibilities independently and accurately.
• Strong organization, computer, inventory software, spreadsheet, and recordkeeping skills required. 

ABILITIES AND COMPETENCIES ESSENTIAL TO THE FUNCTION OF THE JOB

Communication and Comprehension

• Communication and Comprehension: Communicates inventory needs, shipment discrepancies, delivery priorities, and warehouse updates clearly to the Warehouse Manager, Technicians, and related Access Control teams.
• Product Knowledge: Develops and maintains working knowledge of Access Control hardware, product names, nomenclature, and product codes used in department operations.
• Inventory Control: Maintains accurate records, supports cycle counts, updates BuyLU Inventory and approved spreadsheets, and helps ensure accountability for inventory activity.

Problem Solving

• Identifies routine inventory issues, reports discrepancies, and assists with corrective actions as directed by the Warehouse Manager.

Physical and Sensory Abilities

• Safely performs material handling duties, including forklift operation, LU vehicle operation, vehicle loading, and delivery support when properly licensed and approved.
• Required to travel to campus, Access Control locations, jobsite locations, and vendor locations as assigned.
• Regularly required to hear and speak in order to effectively communicate orally.
• Regularly required to stand, walk, and climb stairs to move about campus, warehouse areas, and jobsites.
• Handles materials, reaches overhead, kneels, or stoops in order to conduct business.
• Regularly lifts 50 lbs. unassisted and lifts over 50 lbs. with assistance.

WORKING CONDITIONS

Work Environment

Work is performed in a combination of climate-controlled office/workshop space, warehouse space, loading/unloading areas, University vehicles, campus facilities, jobsites, and vendor locations. Warehouse temperatures may vary approximately from 30°F to 100°F depending on season and conditions. The employee may be exposed to dust, noise, moving equipment, vehicle traffic, uneven surfaces, weather conditions, and other conditions normally associated with warehouse and material-handling operations. Required personal protective equipment and established safety procedures must be followed. 

Driving Requirements

Warehouse Associate 1 and Warehouse Associate 2 will work at the Access Control location at 4550 Mayflower Dr. and are required to travel in LU vehicles to and from campus, Access Control locations, jobsite locations, and approved vendor locations as assigned. Warehouse Associate 1 and Warehouse Associate 2 are expected to maintain LU Driving Approval and certification to operate up to a 24’ box truck when driving is assigned. Proof of a valid driver’s license, an acceptable DMV record, LU Driving Approval, and liability insurance is required when driving in the performance of the employee’s position.

Time Type

Location

Pay Range

Compensation is determined based on factors such as qualifications, experience, education, skills, and certifications, along with University needs and external market conditions. Market benchmarks may be used, as appropriate, in combination with internal equity to ensure pay is fair and aligned with the broader compensation structure.

The position may also be eligible for comprehensive benefits, including health insurance, retirement plans, and tuition assistance.

The University is an Equal Opportunity Employer. We believe it is our moral and legal obligation to meet the responsibility of ensuring that all management practices regarding employees are conducted in a nondiscriminatory manner. In compliance with Title VII of the 1964 Civil Rights Act, and other applicable federal and state statutes, all recruiting, hiring, training, and promoting for all job classifications will be administered without regard to race, color, ancestry, age, sex, national origin, pregnancy or childbirth, disability, military veteran status or other applicable status protected by law, including state of employment protected classes. It is, therefore, our policy and intention to evaluate all employees and prospective employees strictly according to the requirements of the job. All personnel related activities such as compensation, benefits, transfers, job classification, assignments, working conditions, educational assistance, terminations, layoffs, and return from layoffs, and all other terms, conditions and privileges of employment will be administered without regard to race, color, ancestry, age, sex, national origin, pregnancy or childbirth, disability, military veteran status or other applicable status protected by law, including all applicable state of employment protected classes. The University is a Christian religious-affiliated organization; and as such, is not subject to religious discrimination requirements. The University’s hiring practices and EEO discrimination practices are in full compliance with both federal and state law. Federal law creates an exception to the “religion” component of the employment discrimination laws for religious organizations (including educational institutions), and permits them to give employment practice preference to members of their own religious beliefs.