Work Flexibility: Onsite

What you will do-

Lead and coordinate production operations, ensuring alignment with safety (EHS), quality, engagement, and output goals

Prioritize schedules and allocate resources effectively based on staffing, equipment, and materials availability

Drive continuous improvement initiatives through Lean methodologies and Kaizen events to boost efficiency

Supervise and evaluate a team of 20+ non-exempt employees, managing performance, training, and development

Handle workforce administration, including payroll adjustments, time-off approvals, and disciplinary processes in partnership with HR

Promote team engagement and talent development, including succession planning and coaching for growth

Ensure regulatory and company policy compliance, including stopping production for non-conforming products when necessary

Champion EHS standards and training, identifying risks, enforcing procedures, and supporting a culture of safety and sustainability

What you need-

Bachelor’s degree - highly preferred; or in lieu of a degree, 6 years of equivalent experience will be considered in addition to the experience below2+ years of experience - requiredDemonstrated problem solving skills Basic computer skills (word processing, spreadsheets, database)Ability to work with a team with multitasking skills

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.