About this opportunity
與我們攜手施展你的超能力！
準備好接受挑戰，探索更多可能性嗎? 我們跟你一樣希望精益求精，持續突破! 我們全球的夥伴熱衷於科技創新，透過我們醫藥保健、生命科學和電子科技業務的解決方案豐富人們的生活。讓我們一起環抱著熱情和夢想關懷我們的員工、客戶、病患和這個世界。這就是我們不斷尋找具備好奇心的新血加入的原因，與我們一起大膽想像各種可能。
我們在電子科技領域裡所做的一切，都是為了能成為眾多企業身後推動數位化生活的推手。我們致力於成為值得信賴的供應商，為電子、汽車和化妝品行業提供高科技材料、服務和特種化學品。我們培養了一個全球協作的組織，每位員工都擁有取勝的熱情、秉持客戶至上的態度、充滿好奇心且行事果決。我們齊心努力突破科學的極限，為客戶創造更多的可能性。
Your Role
-負責生產線日常操作，包含硬體設備維護及製程操作 -落實遵守作業安全規範與工作指導書，以符合安全及品質要求 -製程持續改善計畫推動及執行
-執行主管交辦事項
-能夠配合8-12小時的輪班(早午班/ 早晚班，最終分配依部門決定) -不同產線不同班別，目前有固定常日班與做二休二(每個月換一次班別)，有輪班津貼
Who You Are
- 有化工/化學廠經驗尤佳 - 態度積極和負責，作業確實和細心
我們來自不同背景、視角與生活經歷，因對世界的好奇心而聚集在一起。我們深信，多元能夠催生卓越與創新，並持續強化我們在科學與技術領域的領導地位。我們致力於為每一個人創造機會，讓大家能依自己的節奏發展與成長。加入我們，一同打造一個充滿包容與歸屬感的文化，影響數百萬人的生活，攜手推動人類的進步！
立即申請，成為這個致力於激發探索精神、提升人類未來的團隊一員！
Job details
How this role compares
Computed from every other active Manufacturing & CMC role in our database, not just this employer's listings.
We currently track 1793 comparable Manufacturing & CMC roles across 130 biopharma companies.
Salary context
527 of 1793 peers report a salary range (USD, annualized)
Peers share this role's job function. This posting doesn't list a seniority level, so peers aren't narrowed by seniority either -- the range below may span more levels than usual.
Where these roles are based
Top locations among the 1793 comparable roles
+ 41 more countries
Seniority mix
789 of 1793 peers have a known seniority level
Therapeutic area mix
6 of 1793 peers have a known therapeutic area; the rest are genuinely unlabeled, not hidden
Similar opportunities
The closest matches from our peer group, ranked by how similar they are, not how well you'd qualify for them -- treat this as market context, not a guaranteed shortlist; a weak match is labeled as one below.
Notify me about similar jobs
Get an email when we spot other openings like this one – same job function, comparable seniority, roles you'd actually want to see.
How we calculate "similar"
No black box, no LLM guesswork: a deterministic score built from four normalized attributes. Here's this role's own peer group at different match levels, so you can see the mechanism, not just the result.
Every comparison starts from the same 100-point budget: 25 for working in the same function, 40 for the same therapeutic area, 20 for the same or adjacent seniority, 15 for the same country. A dimension we can't confirm on both sides contributes nothing, never a guess, never a free pass.
0 points, never a partial guess. A role we know almost nothing about beyond its function bottoms out at 25%; it never inflates to 100% just because there's little to compare against. Seniority uses a defined ladder (Associate → Manager → Associate Director → Senior → Principal → Director → Senior Director → Executive/VP) so "Director" and "Senior Director" count as adjacent, but "Director" and "Executive/VP" do not.