Process Technician - Weekend Shift - Pay starting at $25.77/hr + $2.00/hr Shift Premium

Work Flexibility: Onsite

Weekend Schedule: Thursday - Sunday 6:00am-4:00pm

What you will do:

• Develop and recommend procedures and methods and prepares technical reports and documentation
• Perform technical evaluations of events to determine root cause and recommends corrective action
• Actively interface with cross-functional team members always practicing good team work in support of day to day operating requirements
• Monitor and manage manufacturing loss on assigned lines
• Diagnose malfunctioning systems to identify hazards, defects and the need for adjustment or repair and escalation as required
• Communicate regularly with Operators regarding issues, concerns and watch-outs on the lines
• Take responsibility for product line performance, primarily maximizing productivity of the equipment and minimizing yield loss from the process
• Identify and assist engineers with the implementation of technical improvements and process improvements
• Maintain compliance with all site and corporate Quality Management System requirements
• Support the business as deemed by management or as mandated by shutdowns and/or equipment/process failures

What you need:

Required Qualifications:

• High School or GED
• 2+ years of experience in manufacturing environment

Preferred Qualifications:

• 2+ years' experience in process improvement, lean, or technical problem solving preferred
• Technical Associate Degree or equivalent
• Experience with manufacturing processes, procedures, and systems

$25.77 - $35.37/hr + $2.00 Shift Differential plusbonus eligible + benefits

Travel Percentage: 10%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.