Staff Engineer, Continuous Improvement

Work Flexibility: Onsite

Stryker is seeking to hire a Staff Engineer, Continuous Improvement. In this role, you will develop, evaluate, and improve manufacturing methods using lean tools, help teach and establish a continuous improvement culture throughout the organization, and drive business results in the areas of Safety, Quality, Delivery and Cost through process improvements and projects.

Who we want

• Detail-oriented process improvers. Critical thinkers who naturally see opportunities to develop and optimize work processes – finding ways to simplify, standardize and automate.
• Problem solvers. People who go beyond just fixing to identify root causes, evaluate optimal solutions, and recommend comprehensive upgrades to prevent future issues.

• Collaborative partners. People who build and leverage cross-functional relationships to bring together ideas, data and insights to drive continuous improvement in functions.

What You Will Do

• Coordinate and develop the value stream map(s) for respective assigned areas
• Partner with the Business Unit Manager to identify process improvements and projects to drive improved performance in Safety, Quality, Delivery and Cost
• Partner with the PMO Lead and Business Unit Manager to prioritize process improvements and projects to fill the improvement pipeline for a rolling 18 months
• Partner with the Business Unit Manager to keep improvements and projects on schedule to deliver required levels of results on each KPI within Safety, Quality, Delivery and Cost
• Act as SME in Line Balancing, Standardized Work, Continuous Improvement (including Kata), Practical Problem Solving, Value Stream Mapping and TWI training methodology
• Support the Kata improvement process
• Look to the VSM to reduce lead time and create one-piece flow of product throughout the value stream
• Propose and coordinate layout changes to promote one-piece flow, product consolidation, as well as space consolidation
• Be involved in cost reduction activities associated with Product improvements (Design related) as well as insourcing of product or developing new processes
• Support Orientation and Onboarding through Stryker’s YOUniversity

Physical Requirements

• Requires ability to lift/carry 10-50 lbs. on a frequent basis depending on product line, may rarely lift/carry 50-75 lbs.
• May involve prolonged periods of sitting or standing, as appropriate
• May be required to reach, push, or pull in order to accomplish job accountabilities
• Coordination of eye, hand, and/or foot movement with an ability to grasp by hand and meet cognitive demands to include visual and auditory discrimination/memory, reading ability, and memory retention ability
• Must be able to analyze and correct complex product and/or process issues of a broad scope using independent judgement
• Must be able to generate, follow and explain detailed instructions, inspection and repair procedures
• Must be able to routinely make decisions that effect immediate operations
• Must be able to complete detailed documentation accurately
• Must be able to communicate equipment and/or machine issues to others

What You Need

• Bachelor's Degree in Engineering
• 4+ years of manufacturing experience, preferably in a medical device or automotive environment
• Must be committed to a high standard of safety and be willing and able to comply with all environmental and safety laws and regulations, including the Company’s environmental and safety policies and procedures
• Must be able to understand GREEN building initiatives
• Experience in statistical applications (Minitab or equivalent) preferred

Travel Percentage: 10%

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.