Operator II - 3rd Shift - $24.10/hr + $2.00 Shift Premium

Why Join Stryker?

What You Will Do

• As an Operator II, you will operate and support manufacturing equipment, complete production documentation, and help maintain compliance with quality and safety standards.
• Operate automatic and semi-automatic manufacturing equipment to support daily production activities.
• Monitor machine performance and make minor equipment adjustments, including clearing jams and correcting basic process issues.
• Log production and non-production activities in the FlexNet system and open and close production lots as required.
• Inspect products for defects, damage, and compliance with predetermined quality standards and tolerances.
• Perform in-process quality checks and document results according to established procedures.
• Complete production records, logbooks, and manufacturing documentation in accordance with Good Documentation Practices.
• Handle and move materials needed for production operations while maintaining inventory accuracy and workflow efficiency.
• Maintain a clean, organized, and safe work area while following company policies, safety procedures, and manufacturing standards.
• What You Will Need

Preferred Qualifications

• High school diploma, GED, or equivalent.
• Ability to read and follow written and verbal work instructions.
• Ability to frequently lift, carry, and move materials weighing up to 50 pounds and remain on feet for extended periods throughout the work shift.
• $24.10/hr + $2.00 Shift Premium
• 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.