Manufacturing Process Lead I - 2nd shift - $26.25/hr + $2.00 Shift Premium

Work Flexibility: Onsite

Schedule: Monday-Friday 3pm - 11:30 pm, 2 Saturdays/month

 

Perform various manufacturing duties as required to ensure the team meets all goals and objectives. Successfully lead a small sub-team to achieve safety, quality, service, and financial goals.

 

What you will do:

• Understand hourly attainment of responsible areas and execute to the requirements
• Obtain and execute to the production schedule
• Collaborates and pulls in support staff, after appropriately investigation of issues, as needed
• Will be the first line of defense for troubleshooting including, but not limited to, equipment, quality and process issues
• Partners with other Manufacturing Process Leads and/or Production Team Leader to coordinate resources in the area based on production schedule and standards, troubleshooting schedule changes throughout the shift
• Train in responsible area and ensure team members are properly trained/certified in all facets of their job to include but not limited to (6S, MDI, SLMS, Safety, Quality, Preventative maintenance
• First line of defense for troubleshooting including but not limited to equipment, quality and process issues
• Ability to build and/or operate in production to meet production pace requirements (up to 50% of time)

What you need:

• High School Diploma or GED required
• 3 years of manufacturing experience required

  Preferred

• Prior leadership experience
• Assembly experience

 

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.