Director, Sustainability & Strategic Partnerships Marketing (Remote)

Work Flexibility: Remote

Key Areas of Responsibility

• Lead the product or portfolio strategy, linking goals to company-wide strategy
• Establish long-term vision for product or portfolio brand structure across business segment to match company strategic vision
• Set direction for the development of product-specific marketing campaigns
• Predict industry trends and marketplace developments relevant to business analytics
• Lead analysis of the organization's current and potential competitive environment and strategies
• Evaluate impact of marketing strategy on the P&L
• Develop organizational direction and best practices for the management of current and future sales channel strategy
• Foresee the impact of market and competitive factors on the business strategic choices
• Play a key role in business development initiatives
• Champion technology, organization and culture changes as required by business needs
• Proactively look for opportunities for collaboration within and across businesses/divisions and initiate and manage change
• Champion emerging business opportunities considering synergies across multiple businesses and/or geographies
• Lead a team of professionals: develop employees, which includes hiring, communicating company policies, coaching, developing and counseling, administering performance appraisals, and enforcing company policies through appropriate disciplinary measures
• Responsible and accountable for actions promoting an environment that fosters high performance, personal growth and development
• Determine and pursue courses of action necessary to obtain business results
• Inspire trust and build followership

Education/Work Experience
• Bachelor’s degree in marketing, business or related discipline required
• MBA preferred
• 10+ years of work experience required
• 7+ years medical device or marketing experience preferred
• 4+ years of people management experience preferred
• Excellent presentation and interpersonal communications 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)

Knowledge/Competencies
• Talent developers. Growth-oriented managers who recruit and hire top-performing talent and prioritize the development of their team members.
• Goal-oriented orchestrators. People who can effectively coordinate and focus the work of skilled employees toward an important goal, prioritizing to the right activities that lead to success.
• Managers who drive performance. People who implement process improvements and leverage the talent of their team to consistently increase performance and productivity.
• Network builders. Managers who build connections with other teams and divisions and coordinate cross-functional collaboration.

  

 

United States of America Pay Ranges:

• USN: $155,900 - $259,700 USD Annual
• US5: $163,700 - $272,700 USD Annual
• US10: $171,500 - $285,700 USD Annual
• US15: $179,300 - $298,700 USD Annual
• US20: $187,100 - $311,600 USD Annual
• US30: $202,700 - $337,600 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.