Ensure compliance with applicable regulatory requirements at all times, maintaining regulatory adherence within the assigned production area.
Stop the production process immediately in the event of any non-conforming product condition.
Plan, coordinate, and implement production activities and schedules, prioritizing based on product type, equipment, materials, and available personnel.
Train and develop staff, ensuring they receive the necessary instruction to perform their tasks in accordance with Environmental, Health, and Safety (EHS) policies and management systems.
Coordinate and supervise non-exempt employees, evaluating their performance based on established parameters.
Prepare and present periodic reports—both written and in-person—to the relevant stakeholders.
Ensure adherence to company policies and implement corrective actions when necessary.
Provide coaching and direct leadership to the team, fostering a culture of continuous improvement and high performance.
What You will Need:Previous experience in manufacturing environments (ideally 2 to 3 years).
Experience leading operational teams.
Basic computer skills (Office suite, production systems).
A university degree in Engineering, Business Administration, or a related field.
Completed higher education with 2 to 3 years of experience supervising teams.
Experience in regulated environments is desirable but not required.
Advanced english.
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.