Production Supervisor

Work Flexibility: Onsite

What You Will Do -

• Lead day-to-day production of Class III medical devices ensuring production quality cost regulatory and safety objectives are achieved.
• Plan and allocate people equipment materials and systems to meet production schedules and performance targets safely and cost-effectively.
• Develop production schedules and staffing requirements based on demand product introductions equipment efficiency and material availability.
• Supervise production team members including hiring performance management coaching mentoring and development.
• Build strong relationships with frontline employees internal customers suppliers colleagues and support teams to achieve business goals.
• Champion change and lead lean and continuous improvement initiatives including MDI 6S root-cause analysis and corrective action plans.
• Lead daily Management for Daily Improvement (MDI) meetings review performance against targets report variances and drive timely follow-up actions.
• Maintain a safe work environment and ensure compliance with internal and external regulations procedures policies quality standards and safety practices.
• Support budget planning and effectively manage direct and indirect labor and other production resources.

Required -

• 4 years of relevant
• Bachelors Degree or 6 in lieu of a Bachelors Degree

Preferred -

• Experience in a highly regulated industry
• Manufacturing experience
• People Leadership experience
• SAP is a plus
• Excel and PowerPoint
• May be required to wear personal protective equipment
• May require movement of objects (up to 35 pounds).

$102700 - $171100 USD Annual

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 contractors legal duty to furnish information.