Production Planning Coordinator - 1st Shift

Work Flexibility:
Onsite

Schedule:

Monday-Friday, 06:00am-2:30pm

• Coordinate daily, weekly, and short-term production schedules based on demand, material availability, labor capacity, and equipment constraints.
• Monitor work order status and production progress; communicate delays, shortages, and priority changes to maintain schedule adherence targets.
• Partner with purchasing, warehouse, inventory control, and production teams to confirm material readiness and resolve shortages before impacting output.
• Prepare, release, and maintain production documentation including work orders, job packets, and planning records.
• Update ERP systems, inventory records, and production reports to ensure data accuracy and real-time visibility.
• Support daily production meetings by providing schedule updates, highlighting constraints, and tracking open action items through resolution.
• Coordinate with quality, engineering, maintenance, and operations to resolve production disruptions such as holds, rework, and equipment downtime.
• Track production metrics including schedule attainment, on-time completion, shortages, and past-due orders to support planning decisions and improvement.

• 1 year of experience in manufacturing, production planning, production control, or assembly support.
• Experience working within an ERP system for production planning, inventory tracking, or work order management.

• Experience using SAP for work order management and production tracking.
• Experience using Salesforce or a comparable digital tracking system.

Hourly Salary: $23.10 - $29.08 USD

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.