Manager, Upstream Marketing

Work Flexibility: Hybrid

The Manager, Upstream Marketing is a critical role within the Stryker Sage business unit, embedded within the Research & Development organization. This role is responsible for leading across people, process, and projects, developing a high-performing team of Upstream marketing a specialists to capture and translate the Voice of Customer (VOC) and Voice of Sales into actionable insights.

This position is based in Cary, IL and offers a hybrid work flexibility. You will be required to travel up 30%

What you will do:

 Market Intelligence & Competitive Strategy

• Advise on major competitors and anticipate future competitive dynamics

• Monitor market activity, penetration, and competitive wins/losses

• Identify market trends and proactively adjust strategy based on the healthcare environment

• Continuously evaluate market opportunities and recommend strategic focus areas

• Define category strategy based on business lifecycle and market positioning

Customer Insights & Segmentation

• Identify new customer segments and tailor strategies to meet current and future needs

• Translate customer insights and Voice of Customer (VOC) into actionable unmet needs

• Analyze qualitative and quantitative research to identify product and service opportunities

• Lead customer targeting strategies based on total market potential and opportunity

KOL & External Engagement

• Build and maintain relationships with Key Opinion Leaders (KOLs) and emerging thought leaders

 Product Strategy, NPDP & Lifecycle Management

• Lead the New Product Development Process (NPDP) end-to-end, engaging cross-functional stakeholders

• Collaborate cross-functionally to support NPDP execution

• Lead portfolio execution strategy and long-term portfolio planning

• Partner with R&D to anticipate future needs and required strategic assets

• Develop and integrate Product Lifecycle Management (PLCM) plans into overall strategy

Cross-Functional Leadership & Alignment

• Align customer acquisition and retention strategies with broader portfolio strategy

• Align portfolio segment strategy with overall business objectives

• Communicate long-term strategy to drive stakeholder alignment

• Raise organizational awareness of industry standards, practices, and guidelines

 Clinical, Evidence & Partnerships

• Partner with Clinical Affairs to support clinical trials, research initiatives, and value-based evidence development

Financial, Pricing & Performance Analytics

• Manage pricing strategy and ensure alignment with business unit goals

• Develop forecasting frameworks, including benchmarking and key assumptions

• Define success metrics and evaluate business performance

• Monitor effectiveness of marketing channels and campaigns

• Contribute to best practices in performance analysis and reporting

What you need

Required

• Bachelor’s degree required

• 8+ years of work experience required

Preferred

• MBA

• 5+ years medical device sales or marketing experience

• 2+ years of people management experience

• Excellent presentation and interpersonal communication skills

• Strong analytical and problem-solving skills

• Ability to manage multiple projects while delivering on established timelines

• Ability to be persuasive in the absence of organizational authority

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

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

  

United States of America Pay Ranges:

• US10: $129,800 - $216,400 USD Annual

View the U.S. work location and transparency guide to find the pay range for your location.

  

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.