Work Flexibility: Onsite

11:00pm – 7:00am – Sun – Thurs, OT as needed.

Who we want: 

• Workstyle: Perform tasks that are generally routine and manual with high attention to detail
• Performance: Deliver high quality products
• Team Player: Build positive relationships with others to achieve common goals
• Reliable: Manage time, to ensure being at work on time and effectively get the job done

What you will do:

• Responsible for proper setup and clean status of Mixing production lines
• Verify proper license plates and status labeling; set up and close open lots; verification that raw materials have been released for production prior to use.
• Operate HMI’s to perform basic trouble shooting and operating mix systems
• Set-ups and changeovers on all lines, including disassembly and reassembly of lines and manual parts washing
• Operate CIP’s and COP - Clean Out of Place on all disassembled parts in cop washer
• Work with department coordinators, lead persons, engineers, and departments to improve shift effectiveness, increase productivity, reduce costs and maintain regulatory compliance.
• Assist in mechanical, and pneumatic failures of ancillary machines and repair in a timely manner
• Perform material handling functions including use of hand jacks, lifting devices, cutting tools and related material handling equipment

What you need:

• High School or GED required.
• 2 years of related Manufacturing experience required
• Experience in cGMP environment preferred
• Ability to maneuver and lift up to 50 pounds occasionally
• Ability to pinch, grasp, rotate, and place small components repeatedly

Travel Percentage: 0%

Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer – M/F/Veteran/Disability.

Stryker Corporation 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.