Senior Portfolio Manager - Orthopaedic Disposables (ORD)

Work Flexibility: Hybrid or Onsite

The Senior Portfolio Manager - Orthopaedic Disposables will compile and evaluate research on customer needs in the market or segment and translate those needs into specifications for future generation products. They will discover and generate customer and market data that can be cultivated into insights to support future portfolio decisions. They will be responsible for product life cycle management and maintaining the strength of the portfolio. Typically works closely with R&D, business development, and cross-functional team members to define and deliver new products.

This role is hybrid in Kalamazoo, MI with expectation to be in office 2-3 days per week.

What you will do:

• •Gather and collate competitive information to drive insights
• •Anticipate the needs of customers and patients and create a superior value proposition
• •Obtain insights by leveraging key opinion leaders
• •Understand customers and optimize the value proposition
• •Analyze the validity and reliability of market research results. Understand statistical significance and basic hypothesis testing.
• •Effectively use and interpret qualitative and quantitative research
• •Utilize market research and third-party data to identify key industry trends
• •Collaborate cross-departmentally to lead the new product development (NPDP) process
• •Understand the new product development process and its effect on the business
• •Build a financial business case model to support new product development funding and product return on investment
• •Responsible for delivering the business objective, marketing objective, and leading the discovery process for the pre-commercialization plan
• •Leverage core competencies and the strategic assets of the organization to maximize new product development and launch planning
• •Partner with Clinical Affairs to propose research objectives for evidence generation (Clinical studies, research papers, etc.)
• •Partner with Product Marketing to develop a publication and messaging strategy that aligns with clinical evidence
• •Understand the costs of acquiring new customers vs. retaining current customers
• •Understand how to target customers based on total market potential and opportunity
• •Understand potential sources of new volume within the current customer segment or outside of the current segment, and the financial tradeoffs for pursuing each
• •Lead the development of sales tools and channel communication.
• •Understand and predict sales trends in the market
• •Research key factors, measurements, and variables used in forecasting
• •Execute a product lifecycle management (PLM) plan as it relates to the overall business and launch strategy
• •Develop contingency plans in the event of a supply chain interruption
• •Create and communicate a value proposition
• •Develop pricing consistent with the Marketing Strategy and brand positioning
• •Develop new marketing channels and tools
• •Define performance criteria used for evaluating business trends and activities

What you need

Required:

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

Preferred:

• •MBA preferred
• •3+ years of medical device or marketing experience strongly preferred
• •Upstream experience preferred
• •Portfolio strategy and/or strategy development preferred
• •Excellent presentation and interpersonal communication skills
• •Demonstrated proficiency in Microsoft Office (Excel, Word & PowerPoint)

United States of America Pay Ranges:

USN : $102,600 - $171,000 USD Annual

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

Travel Percentage: 40%

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.