Work Flexibility: Onsite

Why Join Stryker?

Stryker is one of the world's leading medical technology companies and is consistently ranked as one of the best places to work globally. Our total rewards package includes bonuses, healthcare, insurance benefits, retirement programmes, wellness programmes, and service and performance awards, along with various social and recreational activities.

Schedule: Sun - Thurs, 11pm - 7:00am, OT required

What you will do: 

• Operate simple manufacturing equipment, demonstrate machining/mechanical aptitude, and learn new responsibilities and tasks as needed 
• Identify and accurately record scrap, maintenance requests, and production documents
• Maintain Good Manufacturing Practice (GMP) and Good Documentation Practice (GDP) standards
• Perform and assist with in-process quality checks where applicable
• Effectively communicate with supervisors, coworkers, and incoming/outgoing shifts when applicable
• Identify and appropriately report safety concerns, production issues, and documentation errors
• Attend and participate in daily team meetings
• Meet work schedule and overtime requirements, including weekends

​What you need:

Preferred

• High School Diploma or GED
• Manufacturing experience in cGMP environment
• Ability to maneuver and lift up to 32 pounds intermittently, with or without mechanical assistance
• Ability to pinch, grasp, rotate, and place small components repeatedly

#INDGQO

  

 

$22.30/hr + 2.00 Shift Premium

  

 

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.