维修工程师-无锡
About this opportunity
目的
为了维持工厂所有设备的正常运行，在国家相关政策范围内，及公司的有关战略和管理思想的指导下，协助无锡工厂所有设备，通用工程，基础设施的维护、维修和新设备安装调试工作。
职责范围
维修工作
参加年度大检修工作，完成年度PM保养计划。
积极参与部门的设备、设施的维修维护保养等工作，制定维修保养计划；
深入解读设备手册，熟悉设备的各种元器件的配置和调整方法
与供应商积极沟通设备故障的解决方法；
参加年度大检修工作，完成年度PM保养计划；
负责工厂的校验工作，制定校验计划和执行校验测试。协调工厂其他部门一起完成校验工作；
负责工厂电气自动化方面的工作，涉及到维修维护，改造等内容；
负责工厂的备件管理工作，确保备件有合理的库存和存放位置
文件工作
基于设备手册，法规和厂规，参与SOP和FORM的编写，优化，确保部门SOP符合法规和辉瑞质量系统的要求。
编写部门，维修计划，自动化计划等工作。
系统工作
熟练使用公司所有系统，保证所有数据完整及时的输入系统。
项目配合
配合项目改造中的技术监护工作；对维修主管在项目实施过程中提供必要的配合工作。绘制工厂或者工程上所需要的图纸。
GMP 工作
遵守工厂GMP规则，认真执行GMP相关SOP。
EHS 工作
遵守公司有关EHS的政策和规定，并完成EHS相关工作。
任职要求
教育程度、经验
本科电气自动化或机械等相关专业， 3年以上实际工作经验，具有较强的设备维修及安装工作能力。
特别知识
有良好的口语和书面文件处理能力。
能读懂并绘制机械制图（AutoCAD），具备良好的判断能力。
Pfizer is an equal opportunity employer and complies with all applicable equal employment opportunity legislation in each jurisdiction in which it operates.
To learn more about acceptable and prohibited uses of AI during the recruitment process, please review our candidate AI-use guidelines available on Pfizer Careers .

Engineering
Job details
How this role compares
Computed from every other active Manufacturing & CMC role in our database, not just this employer's listings.
We currently track 1527 comparable Manufacturing & CMC roles across 125 biopharma companies.
Salary context
456 of 1527 peers report a salary range (USD, annualized)
Peers share this role's job function. This posting doesn't list a seniority level, so peers aren't narrowed by seniority either -- the range below may span more levels than usual.
Where these roles are based
Top locations among the 1527 comparable roles
+ 38 more countries
Seniority mix
705 of 1527 peers have a known seniority level
Therapeutic area mix
7 of 1527 peers have a known therapeutic area; the rest are genuinely unlabeled, not hidden
Similar opportunities
The closest matches from our peer group, ranked by how similar they are, not how well you'd qualify for them -- treat this as market context, not a guaranteed shortlist; a weak match is labeled as one below.
How we calculate "similar"
No black box, no LLM guesswork: a deterministic score built from four normalized attributes. Here's this role's own peer group at different match levels, so you can see the mechanism, not just the result.
Every comparison starts from the same 100-point budget: 25 for working in the same function, 40 for the same therapeutic area, 20 for the same or adjacent seniority, 15 for the same country. A dimension we can't confirm on both sides contributes nothing, never a guess, never a free pass.
0 points, never a partial guess. A role we know almost nothing about beyond its function bottoms out at 25%; it never inflates to 100% just because there's little to compare against. Seniority uses a defined ladder (Associate → Manager → Associate Director → Senior → Principal → Director → Senior Director → Executive/VP) so "Director" and "Senior Director" count as adjacent, but "Director" and "Executive/VP" do not.