The Program Manager, Strategic Marketing will be responsible for evolving and executing the Customer Excellence strategy for the Upper Extremities (UE) division comprised of surgeon consultant management. This includes responsibility for aligning UE leadership and functional leaders around all surgeon engagement activities, strategies, and contracting decisions. This individual will have strategic ownership for the strategy, alignment and execution of multiple business-critical surgeon advisory boards, faculty selection at all events and educational programs based on knowledge of surgeon competencies, assess and propose KOL decisions to Thought Leaders process to bring consistency to new and renewed contracting decisions based on qualification and alignment to business needs, facilitating in person visits to surgeons to assess surgeon capabilities and address surgeon consultant needs or concerns. The expectation is to create synergies among the functions within and adjacent to the scope of the role. This alignment is not limited to but inclusive of Downstream and Upstream marketing, Medical Education, sales leadership, Thought Leader stakeholders, and cross-divisional leadership to ensure execution of the Annual Marketing Plan and Business Unit/Divisional goals. Individual must provide superior clinical, industry, and business knowledge necessary to review, advise and manage surgeon KOLs to support divisional strategy and uphold the corporate compliance policies that maintains the highest levels of surgeon interaction standards.
This role offers the flexibility to be fully remote; however, the candidate must be located in the western half of the United States.
Who we want
Dedicated achievers. People who thrive in a fast-paced environment and will stop at nothing to ensure a project is complete and meets regulations and expectations.
Effective communicators. People who can interpret information clearly and accurately to concisely communicate results and recommendations to stakeholders.
Strategic thinkers. People who enjoy analyzing data or trends for the purposes of planning, forecasting, advising, budgeting, reporting, or sales opportunities.
Collaborative partners. People who build and leverage cross-functional relationships to bring together ideas, information, use cases, and industry analyses to develop best practices.
What you will do
Partner with Strategic Marketing (KOL), cross-functional leaders, UE executive leadership, and cross-divisional teams to align surgeon management strategies
Collaborate across Stryker divisional leadership to develop and execute cohesive surgeon engagement strategies
Support SAB, Hardware Advisory Board, and Digital Advisory Board meetings, including attendee coordination and agenda development aligned to UE strategic priorities
Own the communication strategy for surgeon engagement, ensuring consistent messaging and podium alignment
Lead KOL management for Upper Extremities, overseeing all surgeon consultant relationships and engagement activities
Qualify, evaluate, and onboard surgeon consultants through in-person engagement, feedback sessions, and the Thought Leader proposal process, in partnership with key sponsors
Advance customer engagement initiatives by developing KOL communication strategies across the shoulder arthroplasty market, informed by deep clinical and market expertise
Ensure brand alignment, compliance, and regulatory adherence while proactively identifying and resolving complex, high-level project challenges
What you need
Required:
Bachelor's degree
Minimum 8 years of experience
Preferred:
MBA
Minimum 5 years medical device or marketing/sales experience
United States of America Pay Ranges:
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.
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