Production Sub- lead - 1st Shift - $27.50/hr

Work Flexibility: Onsite

1st Shift: Mon – Fri 6AM - 2:30PM

What you will do:

As the Production Sub-Lead, you will use a variety of tools, fixtures, work instructions and test equipment to perform a series of operations at a proficient level to correctly assemble and test medical devices. You will also be responsible for the following listed below:

• Monitor and help facilitate Production team activities and assist Lead in resolving Production problems.
• Instruct, train, and coach other Assemblers on procedures.
• Assist Lead in delegating tasks and setting deadlines and Help enforce all safety and processing procedures.
• Understand and follow detailed assembly instructions, processes and procedures.
• Comply with policies, guidelines, and regulatory requirements per the Quality System.
• Report problems with quality, processes, equipment, and materials to Project Engineer and/or Lead.
• Provide hands-on job function training to coworkers as needed.
• Maintain a clean and organized work area to facilitate manufacturing functions.
• Participate in the assembly line and perform other duties as assigned.

What you will need:

Required Qualification:

• High school diploma or equivalent.
• Minimum 2 years of related medical device experience.

Preferred Qualification:

• Medical device and 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.

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.