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Open nowPosted today

Associate Brand Manager - Hybrid

Stryker828 open roles

Where
Portage, Michigan
Work mode
Hybrid
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Your applicationOpen nowAssociate Brand Manager - HybridStryker · Portage, Michigan

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The clock on this job

Early applications get read.

11.8% of postings close within 7 days. Measured by our own scanner across the market. Stryker postings stay open a median of 10 days.

Share of postings closed within
  1. 2.1%1 day
  2. 4.4%3 days
  3. 11.8%7 days
  4. 18.5%14 days
  5. 35.5%30 days
  6. 45.1%60 days
This job: posted today

Stryker median: 10 days open

The posting

Work Flexibility: Hybrid or Onsite

As an Associate Brand Manager within Stryker’s Orthopedic Instruments business and our newly formed OrthoTech division, you will own a high‑impact, orthopedic disposables portfolio that plays a critical role in driving capital penetration, customer loyalty, and long‑term growth.

This role offers the opportunity to step into true portfolio ownership shaping pricing strategy, commercial programs, and sales enablement for cutting accessories, ProCare services, orthopedic disposables, and robotic/manual blades across hospital and Ambulatory Surgery Center (ASC) environments. You’ll work at the intersection of sales, marketing, R&D, and operations, while gaining meaningful people leadership experience and visibility within one of Stryker’s most legacy businesses.

WHAT YOU WILL DO

  • Own downstream commercialization for the Orthopedic Disposables (ORDs) portfolio, including cutting accessories, ProCare services, robotic/manual blades, cement, detergents, and tourniquet cuffs
  • Develop and execute pricing strategies and commercial “offenses” to drive portfolio growth and counter third‑party competitors
  • Partner closely with Sales to position disposables as premium, value‑driven solutions that accelerate capital adoption
  • Lead the development of sales education, messaging, and training materials to improve field confidence and consistency
  • Collaborate cross‑functionally with Upstream Marketing, R&D, MedEd, Sales Enablement, and MarCom to align product strategy and execution
  • Serve as the primary marketing interface for robotic blade solutions, coordinating closely with Mako and capital teams
  • Design and execute ASC‑specific programs that differentiate Stryker’s disposable offerings
  • Manage and develop a Marketing Associate, providing coaching, prioritization, and performance feedback
  • Monitor portfolio performance, market dynamics, and field feedback to identify opportunities and risks
  • Take ownership of portfolio planning activities including annual marketing planning, forecasting support, and executive updates

WHAT YOU NEED

Required

  • Bachelor’s degree
  • 6+ years of professional experience in marketing, sales, or a related commercial function
  • Demonstrated experience owning or supporting product portfolios in a cross‑functional environment

Preferred

  • Medical device, healthcare, or regulated industry experience
  • Downstream marketing, product marketing, or commercial strategy experience
  • Pricing strategy or program development experience
  • Prior people leadership or strong informal leadership experience
  • Experience supporting ASC and hospital-based commercial strategies

United States of America Pay Ranges:

  • USN: $102,600 - $171,000 USD Annual

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

Travel Percentage: 20%

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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