Manufacturing Supervisor

while supporting operational performance and team development.

• ◆Lead daily manufacturing operations to achieve safety, quality, delivery, productivity, yield, and cost objectives.
• ◆Monitor operational performance metrics and implement corrective actions to address gaps and improve results.
• ◆Ensure compliance with applicable regulatory, quality system, GMP, and company requirements, including audit readiness activities.
• ◆Manage labor, equipment, and production capacity to meet customer demand and production schedules.
• ◆Partner with Planning, Supply Chain, Engineering, Quality, and Materials teams to resolve production issues and support operational goals.
• ◆Lead recruiting, onboarding, performance management, coaching, and development activities for production employees and supervisors.
• ◆Drive Lean Manufacturing, Kaizen, and continuous improvement initiatives to improve quality, increase capacity, reduce waste, and optimize efficiency.
• ◆Manage operating expenses, support budget execution, and identify cost-saving opportunities while maintaining quality and compliance standards.

• ✓Bachelor's degree in Engineering, Science, Business, Supply Chain, or a related field and minimum 4 years of leadership experience in manufacturing; OR minimum 10 years of manufacturing leadership experience in lieu of a degree.
• ✓Minimum 4 years of experience leading teams within a regulated manufacturing environment.
• ✓Minimum 2 years of experience leading Lean Manufacturing, Kaizen, or continuous improvement initiatives.
• ✓Experience working within regulated quality systems and compliance requirements.

• ✓Minimum 2 years of experience in medical device manufacturing.
• ✓Experience working with Good Manufacturing Practices (GMP), FDA regulations, and quality system requirements.
• ✓Experience managing operating budgets, capital projects, and workforce planning.
• ✓Lean Manufacturing certification or continuous improvement certification.

$98,200 - $163,700 USD Annual

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.