Material Handler I - Weekend Shift - $20.75/hr + $2.00/hr Shift Differential

Work Flexibility: Onsite

Weekday Training Required:
Wednesday: 5:00 a.m. – 6:30 p.m.
Thursday–Friday: 5:00 a.m. – 7:00 p.m.

This training schedule will continue until the weekend shift launches (target: June 2026).
Starting pay during weekday training: $20.75/hour (1st Shift rate)

 

Permanent Schedule (after training):
Friday–Saturday: 5:00 a.m. – 7:00 p.m.
Sunday: 5:00 a.m. – 6:30 p.m.

Weekend Shift Pay: $20.75/hour + $2.00/hour shift differential

Important: Candidates must be able to work weekday training now and weekend work once the shift begins.

What you will do: 

• Responsible for accurate selection, packing, and shipping of products to various customers.

• Proficiently operate a variety of material handling equipment which may include, but not limited to stand-up forklifts, pallet jacks, and dollies.

• Responsible for the timely and accurate movement of products.

• Coordinate the flow of materials requiring transportation within the manufacturing facility.

• Works with quality and production to manage the process of moving parts and materials throughout the manufacturing plant.

• Maintain a computerized inventory system (ERP), reconciling discrepancies as required.

• Use of various equipment – scanning devices, shrink wrapping equipment, and knives

• Responsible for moving up to 50 pounds

• Meet work schedule and overtime requirements, including weekends    

What you need: 

Preferred

• High School Diploma or equivalent

• Forklift experience

• Manufacturing 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.