Manager, Downstream Marketing

Work Flexibility: Hybrid

This role is with the Stryker Ear, Nose, and Throat team. This is a people manager role and is required multiple days in the office in Portage, MI

What you will do

• Responsible for the product, program, or portfolio strategy
• Interpret competitive landscape and incorporate into marketing strategy
• Author key strategy documents: strategic plan, annual marketing plan, product launch plans, etc
• Deploy resources to measure, monitor, and direct changes to marketing strategy to drive customer engagement
• Drive segmentation and targeting methods to improve commercial efficiency
• Establish pricing strategy that assures alignment with overall business goals and P&L drivers
• Establish metrics and goals/success criteria and milestones
• Conduct post-launch analysis and implements lessons learned
• Forecast sales while considering the market, product, and other valuable factors
• Demonstrate financial acumen
• Mentor, develop and influence across the business, intentionally building cross-divisional relationships
• Develop key relationships with industry/market thought leaders, organizations, and institutions, and translate business insights into future business strategy.
• Routinely make decisions which may affect immediate operations and have a divisional impact

What you need (required)

• Bachelor’s degree required
• 8+ years of work experience required

What you need (preferred)

• MBA
• People management experience
• Medical Device
• Sales experience preferred

Travel Percentage: 50%

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.