Machine Operator I - 2nd Shift - $20.65/hr + $1.00 Shift Premium

Work Flexibility: Onsite

2nd Shift - Monday – Friday, 2:30pm – 10:30pm 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:

As a Machine Operator in our Oral Care department, you will be working with products that are improving and saving people’s lives by packaging lightweight components into finished goods and operate assembly machines.

• Operate simple manufacturing equipment, demonstrate machining/mechanical aptitude, and learn new responsibilities and tasks as needed 
• Stock work area with needed materials
• Collaborate with peers, functional departments, and technicians
• Identify and accurately record scrap, maintenance requests, and production documents
• Maintain Good Manufacturing Practice (GMP) and Good Documentation Practice (GDP) standards
• Effectively communicate with supervisors, coworkers, and incoming/outgoing shifts when applicable
• Identify and appropriately report safety concerns, production issues, and documentation errors
• Meet work schedule and overtime requirements, including weekends

What you need:

• High School or GED preferred
• Ability to maneuver and lift up to 50 pounds occasionally
• Ability to pinch, grasp, rotate, and place small components repeatedly
• Ability to sit or stand for duration of shift

Travel Percentage: None

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.