Work Flexibility: Onsite

What you will do

Proven experience (1-3 years) in industrial maintenance within medical device, pharmaceutical, or FDA-regulated industriesDirect support for validated equipment and processes (IQ / OQ / PQ)Execution of preventive, corrective, and emergency maintenance on production equipmentExperience working in cleanroom environments and documenting maintenance activities under GMPParticipation in internal audits, ISO, or FDA inspections (operational support)Experience managing and closing work orders in a CMMS (SAP PM, Maximo, or equivalent)Working under industrial safety systems (LOTO, electrical safety, EHS)Availability to work rotating shifts, day, nights, and weekends

What you need

Associate degree or vocational diploma in Industrial Mechanics, Electronics,   Mechatronics, Instrumentation or related technical fieldMechanical and electrical troubleshootingAbility to read and interpret electrical schematics, blueprints, and P&IDsBasic to intermediate knowledge of industrial PLCs (Allen-Bradley / Siemens/ Direct Logic)Troubleshooting pneumatics and hydraulics systemsUse of measuring instruments and diagnostic toolsAbility to perform basic root cause analysis (5 Why, Fishbone – practical level)Solid technical documentation skillsEffective communication with operators, engineering, and quality teamsQuality and safety mindset prioritized over speed

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.