<p>Work Flexibility: Onsite</p> <p>Schedule: Monday - Friday 8am to 5pm</p> <p>As a Calibration Coordinator, you'll manage the calibration program to ensure production tools and equipment meet compliance and performance standards. This role directly supports uninterrupted manufacturing operations by maintaining accurate records, minimizing downtime, and coordinating with internal teams and external vendors.</p> <p>What you'll do</p> <ul> <li>Coordinate all calibration activities, both on-site and off-site, including scheduling with vendors. </li><li>Maintain accurate tool calibration schedules to ensure timely calibration and tool availability. </li><li>Manage the collection, shipment, and return of calibrated gages to production lines. </li><li>Track and monitor calibration program metrics including overdue, out-of-tolerance (OOT), and lost gages. </li><li>Maintain and organize spare gages to minimize production downtime. </li><li>Initiate nonconformance (NC) evaluations for OOT gages and support disposition processes with Manufacturing Engineers. </li><li>Oversee calibration-related documentation for compliance and audit readiness. </li><li>Manage calibration purchase orders, budget tracking, and vendor cost evaluations. </li></ul> <p>What you'll need</p> <p>Required</p> <ul> <li>2+ years of experience in a manufacturing or related environment. </li><li>Knowledge of cGMP and Quality System Regulations </li></ul> <p>Preferred</p> <ul> <li>Experience handling calibrated assets </li><li>Experience in medical device manufacturing </li><li>Proficient with tools such as Microsoft Office, SAP, MES, CERDAAC, and TrackWise </li></ul> <p>Travel Percentage: 10%</p> <p>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.</p> <p>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.</p>