Production Lead – 2nd Shift - $31.05/hr + $1.50 Shift Premium

Work Flexibility: Onsite

Schedule: Mon – Fri, 3:30pm - 12:00am, OT would work until 1:45am

What you will do:

As the Production Lead, you will be responsible for the following listed below:

• Lead and supervise daily production activities to meet output, quality, and delivery goals
• Coordinate shift operations, including scheduling, staffing, and task assignments
• Monitor production performance and resolve issues related to equipment, materials, or personnel
• Ensure compliance with quality standards (e.g., GMP, ISO) and company procedures
• Maintain adherence to safety policies and promote a safe working environment
• Train, mentor, and evaluate production team members
• Collaborate with Quality, Engineering, Supply Chain, and Maintenance teams
• Ensure proper documentation of production records and batch records
• Identify and implement process improvements to increase efficiency and reduce waste
• Support audits, inspections, and corrective/preventive actions (CAPA) when requested

What you will need:

Required:

• High school diploma or GED
• Minimum of 3 years of relevant manufacturing experience in a regulated area

Preferred:

• 3 years of medical device assembly
• Medical device, Sub-assembly or Cleanroom manufacturing experience
• Leadership or Back up leadership experience
• Ability to do small assembly work using a microscope
• Knowledge of basic measuring techniques including scales, rulers, US and metric measurement
• Ability to problem solve and troubleshoot

#INDGQO

  

 

$31.05/hr + $1.50 shift premium, plus bonus eligible and benefits.

  

 

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.