Sr. Manufacturing Engineer de Redmond, WA em Stryker Corporation

Data de Postagem: 6/2/2019

Resumo do Emprego

Descrição do Emprego

Who we want

Collaborative partners. People who build and leverage cross-functional relationships to bring together ideas, information, use cases, and industry analyses to develop best practices.

Analytical problem solvers. People who go beyond just fixing to identify root causes, evaluate optimal solutions, and recommend comprehensive upgrades to prevent future issues.

Dedicated achievers. Relentless about quality, people who thrive in a fast-paced environment and will stop at nothing to ensure a project is complete and meets regulations and expectations.

What will you do

Resolve manufacturing issues from the most apparent symptoms to root cause using the DMAIC process or similar techniques.

Coordinate on technical-level resolution/corrective action for mechanical design problems and defective materials.

Lead the development and implementation of reliable manufacturing methods, working across functional groups; develop and implement new manufacturing processes and concepts.

Design, conduct, and report on experiments to characterize and validate new or changed manufacturing processes.

Initiate capital expansion programs to facilitate cost improvement of products.

Providing technical leadership on all product and process issues.

Process validation for products and processes; VP, IQ, OQ, PQ and associated documentation.

Who we want

Has 5 plus years’ experience in a manufacturing environment.

A Bachelor Degree in Mechanical / Manufacturing Engineering as a minimum is required.

Work From Home: No

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.

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