Work Flexibility: Remote or Hybrid or Onsite

We are seeking a dynamic Manager, Downstream Marketing to lead the strategic growth and development of our Neurovascular portfolio. This people leadership role will set the brand and portfolio strategy, translating global priorities into impactful marketing campaigns, customer engagement initiatives, and scalable commercial programs. The ideal leader will build strong partnerships with marketing and sales teams, key customers and KOLs, and cross-functional stakeholders to drive brand performance, innovation, and market growth. This is an exciting opportunity to shape the future of a strategic portfolio while developing and leading a high-performing marketing team.

What you will do:

• The Manager, Downstream Marketing is the brand expert who sets strategic direction and ensures execution for portfolio growth through development and execution of marketing campaigns and strategies, portfolio development, internal and external education strategies, and customer engagement campaigns.

• In alignment with global strategy, set annual and long-range brand/indications strategy to achieve required growth, profit and market share targets

• Create/distribute scalable assets, tools, marketing campaigns (“menu”) and best practices which can be localized for maximum impact

• Identify education, brand experience and customer engagement opportunities for both internal and external audiences to increase brand perception and value in collaboration with Education Manager.

• Development of trust and strong relationships with LOCAL marketers, sales professionals, internal stakeholders, and key customers (KOL)

• In collaboration with the Divisional/Portfolio Marketing/Local Marketing teams, creation of Annual Marketing Plan and portfolio roadmap over 3-5 year horizon

• Work with leadership to forecast demand develop relationships with supply chain partners

• Define and execute regional product life cycle including phase-in (launch) and phase-out (PLCM) of products

• Provide analysis of business performance, brand perception, and other drivers of future brand performance. Define mitigating actions to deliver on strategy.

• Partner with divisional resources to develop portfolio through new product development, line extensions, and M&A activity

• In partnership with Education Manager, identify internal training needs and create relevant content and training programs

• Create scalable customer engagement events such as facility tours/events/congresses, hands-on opportunities, and medical education programs

• Manage branding, messaging, positioning, and pricing of assigned brands based on market, customer, and competitive insights

• Take the lead in developing KOL’s for the brand

• With support from the Manager coordinate the HCP academy plans and execute in line with the power brand strategy

What you will need:

Required:

• Bachelor’s degree required

• 8+ years of work experience required

Preferred:

• MBA preferred

• 5+ years medical device or marketing experience preferred

• 2+ years of people management experience preferred

• Neurovascular experience preferred

  

 

United States of America Pay Ranges:

• USN: $118,000 - $196,700 USD Annual
• US5: $123,900 - $206,500 USD Annual
• US10: $129,800 - $216,400 USD Annual
• US15: $135,700 - $226,200 USD Annual
• US20: $141,600 - $236,000 USD Annual
• US30: $153,400 - $255,700 USD Annual

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

  

 

Travel Percentage: 30%

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.