Manager, Upstream Marketing

Work Flexibility: Hybrid

The Upper Extremities business unit is market-leading, fast-growing, and rapidly transforming healthcare.  In this role, the Manager, Upstream Marketing will lead a marketing team focused on the Upper Extremities digital and enabling technologies program by driving product and/or marketing strategies and programs consistent with overall business objectives.  This highly visible role will lead and develop a team of marketing professionals which includes hiring, communicating company policies, coaching and counseling, and administering performance management as needed.

This position is based in our Minnesota office, with a hybrid occasional work from home flexibility. The travel requirement is 30%

What you will do

• Advise on competitors and market dynamics by monitoring current/future competition, market activity, penetration, and competitive outcomes.

• Identify unmet customer needs through market research, translating customer input and studies into actionable opportunities for new products and services.

• Build and maintain relationships with key opinion leaders and emerging thought leaders.

• Identify and monitor market trends, proactively adjusting strategies and communicating insights to guide market opportunity and organizational focus.

• Raise coworkers' awareness of industry standards, practices, and guidelines.

• Lead and collaborate cross-functionally throughout the New Product Development Process (NPDP), managing stakeholders from start to finish.

• Define and execute portfolio strategy, ensuring alignment with business strategy and organizational goals.

• Partner with R&D and Clinical Affairs to anticipate future needs, generate supporting evidence (clinical trials, grants, cost-benefit analyses), and secure assets required to compete.

• Create and recommend category definitions based on business phase and market potential, guiding customer targeting and acquisition/retention strategies.

• Lead teams to apply benchmarks, document assumptions, and develop accurate forecasts.

• Develop and implement product lifecycle management (PLCM) plans within overall strategy.

• Manage pricing competition to ensure alignment with business unit pricing goals.

• Monitor effectiveness of marketing channels and promotional campaigns.

• Establish key criteria and best practices for evaluating and improving business performance at the company and industry level.

Required

• Bachelor’s degree required

• 8+ years of work experience required

• Experience working in a highly regulated industry

• Upstream marketing experience

• New product development/innovation/introduction experience is highly desirable.

• Experience in market research – Voice of Customer - VOC  experience is a plus

• Experience in partnering or collaborating with R&D and other cross-functional businesses is a plus

• Digital, Enabling technologies or robotic experience (Software, mixed reality, navigation, robotics, pre-operative planning, or other tech areas within med device) is highly desirable

Preferred

• Medical device or marketing experience is highly preferred

• 2+ years of people management experience

• Must be able to understand and work within complex interdivisional procedures and policies

• Demonstrated proficiency in Microsoft Office (Excel, Word & PowerPoint)

• People management experience is a plus.

$115,000 - $245,800 salary plus bonus eligible + benefits. Individual pay is based on skills, experience, and other relevant factors

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Travel Percentage: 30%

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.