Stryker Corporation

Work Flexibility: Onsite

Shift will be 3:30-midnight with weekend work and overtime as needed.

What you will do:

As our 2nd shift machine operator II, you will be responsible for safely running production equipment, maintaining quality standards, and consistently evaluating the parts you produce. You must be able to learn quickly, follow instructions, work independently, and wear proper PPE—including safety shoes, safety glasses, and earplugs—at all times. We're seeking dependable, detail-oriented individuals with reliable transportation who are eager to grow in a team-focused environment.

• Under some supervision, operate simple to intermediate manufacturing equipment.
• Inspect machined components using precision measuring equipment while keeping accurate records
• Identify and accurately record scrap, maintenance requests, and production documents
• Read basic part prints/blueprints and understand general machine functions
• Assist in execution of continuous improvement projects
• Effectively collaborate with peers, and functional departments
• Meet work schedule and overtime requirements, including weekends
• Exert 20 pounds of force constantly to move objects and up to 50 pounds of force occasionally.

What you need:

Required:

• High School diploma or GED
• One (1) Year prior Machine Operator experience

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.