Associate Manager, Digital Field Marketing

Work Flexibility: Remote or Hybrid or Onsite

As an Associate Manager, Digital Field Marketing you will manage a team to support our Digital business. This team has an integral part supporting our customers, being clinical as well as downstream and field-based marketing experts.

Preferred for this position to be based out of Stryker's Bloomington, MN location.

Who we want:

·         Hard-working winners. Confident, competitive and results-oriented professionals who create a track record of success. 

·         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. 

·         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:

• Developing the Strategy and Marketing Plan.
• Understands the linkages between all components of the Big Picture framework; relates upstream decisions to executional decisions.
• Authors key strategy documents: strategic plan, annual marketing plan, product launch plans, etc.
• Gains organizational alignment to the marketing plan with key stakeholders.
• Partners with MarComm managers to develop synergies across team to maximize communication effectiveness.
• Coach direct reports to leverage all product resources and information to responsively support questions from regional sales teams.
• Coach direct reports to comprehend competitive alternatives and provide guidance on objection handling. Sales Enablement.
• Analyzes regional sales data and identifies areas for growth.
• Surfaces new or unexpressed customer needs, leading to product/program improvements.
• Focuses product and service features and functions on the customer's critical success factors.
• Gathers, interprets, and presents market insights to key business stakeholders. · Intimate knowledge customer needs.
• Develops and executes plans for collecting Voice of Customer and Voice of Sales on products, services and market trends.
• Guides teams in allocating resource to drive the greatest return for the Annual Marketing Plan, or Commercialization Plans.
• Coach teams to reallocate marketing resources appropriately given stakeholder power dynamics relative to the Annual Marketing Plan.
• Understands the costs of acquiring new customers vs. retaining current customers.
• Links marketing budget to customer acquisition and retention objectives.
• Understands what current and potential customers need to drive value in the portfolio.
• Directs the team on using KOL's based on strategic strengths and experiences.
• Leads a team of professionals, develops employees, which includes hiring, communicating company policies, coaching and counseling, and administering performance appraisals.
• Responsible and accountable for actions promoting an environment that fosters personal growth and development.
• Collaborates and influences others on cross-functional teams, advancing partnerships to achieve business objectives.

What you will need:

• Bachelor’s degree required.
• MBA preferred.
• 6+ years of work experience required.
• 3+ years medical device or marketing/sales experience preferred.

$98,000 - $210,000 salary plus bonus eligible + benefits. Actual minimum and maximum may vary based on location. Individual pay is based on skills, experience, and other relevant factors.

Travel Percentage: 60%

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.