Material Handler I - 2nd Shift - $20.75 (Hourly) + $2 Shift Premium

Job description

Work Flexibility: Onsite Work Schedule: 2nd Shift: 2pm – 10:30pm, Mon-Fri + Overtime opportunity as needed by business Who we want: Workstyle: Perform tasks that are generally routine and manual with high attention to detail. Performance: Deliver high quality products. Team Player: Build positive relationships with others to achieve common goals. Reliable: Manage time, to ensure being at work on time and effectively get the job done. What you will do: Proficiently operate a variety of material handling equipment which may include, but not limited to stand-up forklifts, pallet jacks, and dollies, EZ Reach, dock trucks. Responsible for the timely and accurate movement of components used in manufacturing. Management of material flow into the production scheme. Coordinate the flow of materials requiring transportation within the manufacturing facility. Works with quality and production to manage the process of moving parts and materials throughout the manufacturing plant. Maintain a computerized inventory system (ERP), reconciling discrepancies as required. Work with quality technicians and logistics material handlers to ensure correct component identification and traceability. Conducts fact finding and problem solving as required. Assist the Team leader with miscellaneous duties and projects as directed. Meet work schedule and overtime requirements, including weekends What you need: High School Diploma or equivalent preferred Forklift experience preferred. Manufacturing experience preferred. #INDGQO $20.75 (Hourly) + $2 Shift Premium 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 contractor’s legal duty to furnish information.