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Labelmaster is seeking an IT Support Specialist to provide day-to-day technical support across the organization in Chicago, IL. You will troubleshoot hardware and software, support Microsoft 365, manage user accounts, deploy equipment, and help maintain a secure technology environment.
Join a growing company focused on Hazmat compliance solutions, with competitive hourly pay and comprehensive benefits. This role offers onsite work in Chicago and opportunities for professional growth within IT.
Onsite | Chicago, IL | Full-Time | Excellent Benefits
Are you a hands‑on IT professional who enjoys troubleshooting technology, supporting users, and helping keep systems running smoothly?
Labelmaster is seeking an IT Support Specialist to provide day-to-day technical support across the organization. In this role, you will troubleshoot hardware and software issues, support Microsoft 365 applications, manage user accounts, deploy equipment, and help maintain a secure and reliable technology environment.
Labelmaster's mission is to simplify Dangerous Goods (Hazmat) compliance and shipping, helping make the world a safer place. Join our team and play a critical role in supporting the technology that keeps our business moving forward.
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Preferred
EEO Employer – Veterans and IWD are strongly encouraged to apply
Labelmaster is proud to be an Equal Employment Opportunity Employer and we are committed to the concept and practice of equal opportunity in all aspects of employment. It is our intent to comply with our duty to provide reasonable accommodations for qualified employees and applicants as required by law. All requests for accommodations should be made in writing to Jay Hollins by emailing jhollins@labelmaster.com.
Pay Transparency Policy Statement - 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.