Senior Manager, Business Development Strategic Planning (hybrid)

Work Flexibility: Hybrid or Onsite

As the Senior Manager, Business Development Strategic Planning, you will play a leadership role in the Instruments Division’s annual strategic planning process by setting vision for the Strat Planning process, managing deliverables, organizing inputs, distilling conclusions for Divisional leadership and tracking progress against agreed upon KPI’s and/or strategic initiatives.

You will act as the strategic facilitator to Division Leaders, help to create clarity around complex problems and long-term strategic objectives. You will analyze data, benchmark best practices, assess possible paths forward and help to present actionable solutions that optimize results across a range of subjects that span the business including market prioritization, organizational design to support long term growth, competency and gap assessment, and resource allocation.

This hybrid role is based out of our Portage, MI office.

What you will do

• •Analyze complex business problems using strategic frameworks, data, and an inquisitive mindset to identify opportunities and clarify current-state challenges.
• •Source, model, and interpret data from internal and external sources, simplifying complex information into actionable insights for decision-makers.
• •Develop and evaluate strategic options through research, benchmarking, stakeholder interviews, and critical thinking, while considering trade-offs, resources, and organizational capabilities.
• •Partner with cross-functional teams and senior leaders to communicate recommendations, build alignment, and support data-driven decision-making.
• •Assess financial implications of strategic recommendations within the context of a complex P&L and help leaders understand potential business impacts.
• •Drive strategy implementation and accountability by establishing tracking processes, scorecards, and metrics to monitor progress and results.
• •Lead the annual strategic planning process, coordinating timelines, deliverables, frameworks, and contributors across a highly matrixed organization.
• •Lead and develop people and external partners, including mentoring analytical professionals, building cross-divisional relationships, and managing external consultants and research firms.

What you need

Required:

• •Bachelor’s degree
• •Minimum 10 years of work experience
• •Demonstrated strong presentation skills and executive communication capabilities
• •Ability to effectively communicate and influence business leaders across varying levels of experience and expertise

Preferred:

• •MBA
• •Minimum 5 years of experience in consulting, corporate development, strategy, MedTech Marketing, Private Equity or MedTech Investment Banking
• •Demonstrated financial acumen, including experience with P&L management and financial analysis
• •Strong analytical, critical-thinking, and problem-solving skills
• •Ability to manage multiple priorities and projects while meeting established timelines and deliverables
• •Ability to navigate and operate effectively within complex interdivisional processes, procedures, and policies
• •Strong proficiency in Microsoft Office, including Excel, Word, and PowerPoint

United States of America Pay Ranges:

USN : $135,600 - $225,900 USD Annual

Travel Percentage: 10%

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.