Stryker Corporation

Work Flexibility: Hybrid

Who We're Looking For:

We're looking for a dynamic leader to drive critical technology programs at Stryker. Senior Program Managers lead multiple projects and the people running them—they can deliver a program, or a portfolio of projects, and optimize the structure of those efforts for success. They may lead a large, strategically-critical project or projects to ensure timelines and goals are met/communicated appropriately. This position will be focused on initiatives for our Corporate Functions and partnering to drive key objectives with company-wide impacts.

Responsibilities:

• Manage complex, global programs working across multiple stakeholder groups to deliver transformational change across the organization that enables scale.
• Develop program charters and management plans. Direct, manage, monitor, and control programs. Identify, optimize, and maintain inter-program synergy. Evaluate tradeoffs across programs.
• Influence functional leadership to define, manage, and own inter- and intra-program scope.
• Develop, optimize, and manage inter-program timelines. Analyze and address critical path, major workstreams, intersecting milestones, interdependencies. Own the program schedule.
• Create program budgets with cross-functional managers and directors. Optimize, monitor, and maintain costs within budget. Drive project cost efficiencies. Measure benefits delivered as a result of the program.
• Partner with project teams to create program Quality Plans, using a multitude of quality planning tools and techniques. Monitor and maintain plans. Mentor others in quality excellence.
• Develop a risk management plan for the program(s). Identify, analyze, and understand project risks, develop and monitor a risk response plan. Mentor others in risk management practices.
• Develop a Procurement Management Plan and be a strategic partner in the selection of procurement partners. Partner to hold suppliers accountable and ensure their plans align with Stryker's.
• Estimate, acquire and assign cross functional program resources. Leverage resources across programs. Define the role, responsibility, and deliverables for each team member. Provide direct feedback to functional managers and directors on performance reviews. Coach and mentor team members and functional managers. Recruit and onboard staff; participate on hiring teams for cross-functional groups. May recruit, hire, onboard, manage, and develop direct staff.
• Develop stakeholder relationships and strategies for the effective management across broad range of expectations and requirements.
• Develop and Execute communications management plan for program teams and key stakeholders. Create and influence best practices for functional communications and organizational change management.

Required Qualifications

• Bachelor's Degree required
• Minimum of 10 years of experience leading complex technology implementations, with a strong focus on system implementation preferably within compliance-driven environments
• Minimum of 3 years of people leadership experience or proven ability to manage cross-functional project teams, with the potential to grow into a formal people management role in the near future

Preferred Qualifications

• Proven success managing ambiguous or evolving systems; experience selecting and standing up new platforms or technologies is highly valued
• Demonstrated expertise in change management strategies for enterprise-wide technology initiatives
• Strong negotiation skills, particularly with vendors, internal stakeholders, and cross-functional teams
• Ability to effectively influence stakeholders at all levels of the organization, including executive leadership

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.