Machine Operator I - 3rd Shift - $22.30/hr + $2.00 Shift Premium

Work Flexibility: Onsite

Schedule: Sun – Thurs, 11:00pm – 7:00am, OT as needed

What You Will Do:

As a Comfort Bath Machine Operator you will be working with products that are improving and saving people’s lives by being responsible for the overall operation of potentially large-scale manufacturing machinery including actions such as feeding materials for processing, adjusting settings, performing minor repairs, and pulling finished products from the line.

• Operate machines independently or with a team while completing all required quality checks.
• Communicate production and quality issues to the rest of the line and stop production when suspect product is identified.
• Perform in‑process and suspect quality inspections, lot openings/closings, and maintain GMP/GDP standards.
• Maintain a clean, safe, and organized work area while sustaining 6S requirements.
• Make minor machine/process adjustments and coordinate with technicians when additional support is needed.
• Accurately record labor using the production system and stock/operate the assigned work area.
• Attend performance metric meetings and complete all required training on time.
• Communicate effectively with coworkers, material handlers, and across shifts to ensure continuity of operations.

What You Need:

Preferred:

• High School Diploma or GED
• 1+ year of manufacturing experience

Physical Requirements:

• Ability to lift up to 40 pounds repeatedly
• Ability to sit or stand for long periods of time

#INDGQO

$22.30/hr + $2.00 Shift Premium ​plus bonus potential and benefits.

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.