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Open nowPosted today

Production Team Leader (1st Shift)

Stryker1,455 open roles

Where
Portage, Michigan
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Your applicationOpen nowProduction Team Leader (1st Shift)Stryker · Portage, Michigan

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The clock on this job

Early applications get read.

12.4% of postings close within 7 days. Measured by our own scanner across the market. Stryker postings stay open a median of 11 days.

Share of postings closed within
  1. 2.1%1 day
  2. 4.5%3 days
  3. 12.4%7 days
  4. 20.0%14 days
  5. 35.5%30 days
  6. 58.6%60 days
This job: posted today

Stryker median: 11 days open

The posting

Work Flexibility: Onsite

What you will do -

Responsible for leading team performance across safety, quality, delivery, cost, employee engagement, and people development. Oversees daily manufacturing operations, resource and capacity planning, team development, and continuous improvement while ensuring products meet quality, productivity, and regulatory requirements.

  • Lead daily manufacturing operations to achieve or exceed objectives for safety, quality, delivery, cost, customer experience, and people development.
  • Lead, coach, and develop team members while fostering a culture of engagement, accountability, collaboration, and continuous improvement.
  • Allocate labor and resources based on production schedules, capacity, priorities, and operational needs.
  • Use data, operational metrics, and business inputs to identify priorities, forecast needs, solve problems, and drive performance.
  • Anticipate production, equipment, and line-down risks and partner with cross-functional support teams to minimize disruptions.
  • Partner cross-functionally to resolve operational challenges, execute business priorities, and achieve value-stream goals.
  • Manage the technical and operational aspects of the business, using appropriate resources and structured problem-solving to resolve issues.
  • Identify and lead continuous improvement and cost-reduction initiatives, including Lean manufacturing and 6S activities.
  • Own Leader Standard Work (LSW) and support audit requirements, including Quality and 6S.
  • Lead daily MDI (Managing for Daily Improvement) activities through Tier 2 and communicate operational results and metrics effectively across the organization.
  • Provide coverage for the Operations Manager as needed, including participation in MDI Tier 3.
  • Manage team performance through coaching, development, talent reviews, performance reviews, and appropriate performance management.
  • Set clear performance expectations and hold team members accountable for achieving established goals.
  • Support the recruitment, selection, onboarding, and development of talent and anticipate temporary and permanent staffing needs.
  • Manage labor requirements, including overtime approval and timecard management.
  • Ensure team training compliance, competency tracking, and required recordkeeping.
  • Support new product implementation and production/capacity planning, as applicable.
  • Partner with other business leaders on operational and process-improvement initiatives.
  • Participate in audits and ensure compliance with applicable regulatory, quality, legal, corporate, and HR policies and procedures.
  • May lead plant tours and maintain working knowledge of products manufactured across multiple production areas.

Required –

  • Bachelor’s degree or 6+ years of experience in lieu of the degree
  • 4+ years of relevant experience

Preferred –

  • Proven leadership experience in manufacturing or operations
  • Experience with ERP/MRP system
  • Lean Management
  • Microsoft suite

$89,300 - $148,800 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 contractor’s legal duty to furnish information.

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