Material Handler III - 2nd Shift - $23.90/hr +… at Stryker · Portage

Work Flexibility: Onsite

Schedule: Monday-Friday, 2:00pm-10:30pm/ Saturday overtime as needed.

What you will do:

• Works with quality and production to manage the process of moving parts and materials throughout the manufacturing plant
• Maintain a computerized inventory system, reconciling discrepancies as required.
• Must be able to proficiently operate a variety of material handling equipment which may include, but not limited to: forklifts, pallet jacks, and dollies.
• Work with quality technicians and logistics material handlers to ensure correct component identification and traceability.
• Conducts fact finding and problem solving as required.
• Assist with miscellaneous duties and projects as directed.
• Responsible for set-ups, work preparation, clean up, and quality assurance of own work and work-area
• Committed to quality by striving for reliability and quality in our products, continuously searching for ways to enhance performance and meeting all training and documentation criteria
• Meet work schedule and overtime requirements, including weekends

**What you need:**Required

• High School Diploma or GED
• Two (2) Years experience in a Manufacturing environment or related Experience.

Preferred

• Ability to operate common material handling equipment (e.g. hand truck, scales, label maker, PC, etc.).
• General computer skills.
• Forklift Operation experience

$23.90/hr + $2.00 Shift Differential plus bonus potential and benefits.

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.