Senior Manager, Downstream Marketing (hybrid)
At a glance
Senior General Marketing role at Stryker. 2 Locations · full-time.
In listing General Marketing salary
Growth Roles summary, based on the employer's posting.
What you'll do
- Lead the hardware downstream marketing team, including hiring, coaching, feedback, and performance management
- Set, deliver, and refine marketing plans for shoulder arthroplasty technologies
- Shape segmentation, targeting, positioning, and pricing recommendations from market and lifecycle trends
- Build relationships with key opinion leaders, professional organizations, and industry partners
- Track marketing effectiveness, customer engagement, and business impact through performance metrics
What you bring
- A bachelor’s degree and at least ten years of professional experience
- At least four years in medical device sales or marketing
- At least four years managing people
- Experience with clinical or operating-room settings and orthopedic or enabling technology products
Who this fits
You’ll suit a senior people leader who can own downstream strategy while developing marketers and partnering across functions. The role is hybrid or onsite in Bloomington, Minnesota, or Columbia City, Indiana, with forty percent travel. An MBA is preferred.
From the employer
The Senior Manager, Downstream Marketing will lead a marketing team focused on shoulder arthroplasty technologies by driving product and/or marketing strategies and programs consistent with overall business objectives. This highly visible role will lead and develop a team of marketing professionals which includes hiring, communicating company policies, coaching and counseling, and administering performance management as needed.
This hybrid role can be based out of our Bloomington, MN or Columbia City, IN locations.
What you will do
Lead and develop the Hardware Downstream Marketing team, fostering a high-performing culture focused on collaboration, accountability, and continuous growth.
Own the downstream marketing strategy, including development, execution, and optimization of comprehensive marketing plans.
Drive market segmentation, targeting, and positioning strategies to maximize customer engagement and business performance.
Evaluate market dynamics and product lifecycle trends to identify pricing opportunities and recommend strategic pricing adjustments.
Build and maintain strong relationships with key opinion leaders, professional organizations, and industry partners in collaboration with cross-functional marketing leaders.
Establish and monitor key performance metrics to measure marketing effectiveness, customer engagement, and overall business impact.
Partner across functions to identify and implement innovative, high-impact solutions that influence business strategy and accelerate growth.
Recruit, coach, and develop talent through performance management, feedback, succession planning, and employee development while fostering an inclusive environment that promotes personal and professional growth.
What you need
Required:
Bachelor’s degree
Minimum 10 years of work experience
Preferred:
MBA
Minimum 4 years of medical device sales or marketing experience
Minimum 4 years of people management experience
Working experience in Clinical settings, operating room environments, and orthopedic or enabling technology products
United States of America Pay Ranges:
- USN: $135,600 - $225,900 USD Annual
- US5: $142,400 - $237,200 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.
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