Mixer Operator III - 2nd Shift – $26.20/hr + $1.00 Shift Premium

Work Flexibility: Onsite

Schedule: 3:00pm – 11:00pm, OT as needed

What you will do:

The Mixer Operator III involves ensuring the proper setup, operation, and cleanliness of mixing production lines. Responsibilities may include verifying materials, operating HMI systems for troubleshooting, performing line changeovers, and assisting with mechanical repairs while maintaining regulatory compliance and productivity goals.

• Responsible for proper setup and clean status of Mixing production lines
• Verify proper license plates and status labeling; set up and close open lots; verification that raw materials have been released for production prior to use
• Operate HMI’s to perform basic trouble shooting and operating mix systems
• Set-ups and changeovers on all lines, including disassembly and reassembly of lines and manual parts washing
• Operate CIP’s and COP - Clean Out of Place on all disassembled parts in cop washer
• Work with department coordinators, lead persons, engineers, and departments to improve shift effectiveness, increase productivity, reduce costs and maintain regulatory compliance
• Assist in mechanical, and pneumatic failures of ancillary machines and repair in a timely manner
• Perform material handling functions including use of hand jacks, lifting devices, cutting tools and related material handling equipment

What you need:

Required

• High School Diploma or GED
• 2 years of related manufacturing experience

Preferred

• Experience in cGMP environment
• Mixer Operator experience

  

 

  

 

Travel Percentage: None

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.