Manufacturing Process Lead I - 2nd Shift - USD 27.00 (Hourly) + USD 2 Shift Differential

Work Flexibility: Onsite

Work Schedule : 2nd Shift: Monday to Thursday, 04:00 pm to 02:30 am + Overtime as needed by Business

 

 

What you will do:

• 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)

• 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
• Maintain, expose and document problems through the MDI (Managing for Daily Improvement) process
• Provide Real time feedback to employees on productivity and quality
• Drive a culture of safety, positivity and collaboration within the team
• Identify and support continuous improvement projects within area including safety, quality and productivity.

 

What you need:

Required Qualifications

• High School Diploma or GED
• Three (3) years of relevant manufacturing experience

Preferred Qualifications

• Prior leadership experience
• Assembly experience

  

 

27.00 USD Hourly + USD 2 Shift Differential

  

 

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.