Human Factors Engineer

Human Factors Engineer

Job Snapshot

• Location: United States | Remote

• Pay: $82.73 - $82.73/hour

• Employment Type: Contract

• Work Type: Full-time

• Experience Level: Senior

• Duration: 6 months, likely extension

Opportunity Summary

Join a leading diabetes-care medical device company and apply human factors principles to next-generation devices that make a direct impact on patient lives . You will work on a small, collaborative human factors team across the full design, evaluation, and validation cycle. This is a fully remote 6-month contract with a likely extension.
Responsibilities

• Author, review, and edit human factors documentation, including research protocols and reports, usability engineering plans, and use-related risk analyses
• Plan and conduct formative and summative studies to optimize device design and identify potential use errors
• Analyze formative results and recommend design improvements based on human factors guidelines and best practices
• Partner with the core team to confirm use-related risks are evaluated and risk controls are in place
• Keep the human factors process compliant with FDA-recognized guidance and standards, including IEC 62366 and HE75

Qualifications

Required

• 5+ years of work experience, including 3+ years of human factors engineering in the medical device industry
• Demonstrated experience with use-related risk analyses on medical devices
• Deep understanding of FDA human factors guidance and standards (HE75, IEC 62366), with formative and summative usability study experience

Preferred

• Master's or Ph.D. in human factors or a related field
• Background knowledge in diabetes and diabetes-care devices

Why Join Us

• Fully remote within the United States
• 6-month contract with likely extension
• Work on next-generation medical devices that improve patient safety and usability
• Join a small, highly collaborative human factors team

Benefits:
Eastridge Workforce Solutions offers the following benefits, subject to applicable eligibility requirements. Use this link to learn more about benefits available to Eastridge's temporary employees. Due to the varying length(s) of temporary assignments, Eastridge Workforce Solutions' Temporary Staff are not eligible for paid time off, unless required by applicable state law in which the position is based. However, from time to time Eastridge's clients may offer additional benefits to Eastridge employees while on assignment. Information about those benefits will be communicated when applicable.

Disclaimer: The compensation and benefits information in this posting represents Eastridge's good faith and reasonable estimate of what it might pay for this position. Eastridge reserves the right to modify this information at any time, subject to applicable law.

Equal Opportunity Employer:
Eastridge Workforce Solutions is an Equal Opportunity Employer. We provide an inclusive work environment that celebrates diversity, and all qualified candidates receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity, gender expression, religion, national origin, age (40 and over), disability, military status, genetic information or any other basis protected by applicable federal, state, or local laws. Eastridge Workforce Solutions also prohibits harassment or retaliation of applicants or employees based on any of these protected categories. It is our policy to comply with all applicable federal, state and local laws respecting consideration of unemployment status in making hiring decisions.

Please note that Eastridge is unable to provide visa sponsorship to applicants.

Background Checks:
Certain clients require Eastridge Workforce Solutions to perform background checks. Eastridge will consider qualified applicants with criminal histories in a manner consistent with any applicable federal, state, or local law regarding criminal backgrounds, including but not limited to the California Fair Chance Act, the Los Angeles City Fair Chance Ordinance, Los Angeles County Fair Chance Ordinance for Employers, and the San Francisco Fair Chance Ordinance.

Massachusetts Candidates:
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Privacy:
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