Work Flexibility: Hybrid or OnsiteWe’re seeking a dynamic Product Manager, Hip Downstream Marketing to drive strategic initiatives that will shape the future of our hip surgical approach portfolio. In this high-impact role, you’ll blend clinical insight with marketing expertise to develop go-to-market strategies, manage cross-functional projects, and bring differentiated value to surgeons and patients alike. If you’re passionate about translating customer needs and market trends into powerful strategies that elevate product performance and strengthen brand presence, this is your opportunity to make a measurable impact at Stryker. What you will do:Understand key competitors and their relative strengths/weaknessesUnderstand customer groups, including why customers buy the product or service approach for the product or portfolioUnderstand the different marketing channel strategies and associated business implicationsTrack and report results/KPIs to leadership and salesUnderstand key competitors and their relative strengths/weaknesses and maintains networks of people and resources for obtaining competitive informationExplain different product features to different customers as appropriate to their needsMaintain customer engagement and deeply understands customer needsPlay a role in developing key strategy documents: strategic plan, annual marketing plan, product launch plans, etc.Support the creation of Project Charters, CERs, and Business Case Financial Models as applicableUnderstand competitive dynamics in the marketUnderstand what customers value and how they perceive different attributes of the product or portfolioArticulate why the product or portfolio adds value or solves problems for the customerCreate marketing strategies to understand, develop, and enhance the relationship between the customer and the product or portfolioPropose objectives for generating clinical evidence and evaluates studiesTie the business goal of the product or portfolio to the overall goal of StrykerSynthesize market trends and make recommendations on areas of strategic focusDevelop new strategies, sales tools, and communication plans for the product or portfolioApply clinical knowledge in combination with technical knowledge to educate and articulate valueWork closely with sales training/sales enablement to set the sales training strategy for the product or portfolioResponsible for the obsolescence planProvide analytical support to set priceArticulate desired communications outcomes consistent with marketing strategy to MarComm teamEstablish short-range and long-range improvement goals for the product management team, and under guidance, develop action plans to achieve those goalsAnalyze customer satisfaction to assess trends in customer engagement, and incorporates trends into strategic planningProvide marketing intelligence group with key objectives and inputs to drive customer insightsWhat you need (Required):Bachelor’s degree required4+ years of work experience requiredPreferred:MBA preferred2+ years medical device or marketing experience preferredExcellent presentation and interpersonal communications skillsStrong analytical and problem-solving skillsAbility to manage multiple projects while delivering on established timelinesAbility to be persuasive in the absence of organizational authorityMust be able to understand and work within complex interdivisional procedures and policiesDemonstrated proficiency in Microsoft Office (Excel, Word & PowerPoint) United States of America Pay Ranges:US20: $107,200 - $178,600 USD AnnualView the U.S. work location and transparency guide to find the pay range for your location. Travel Percentage: 70%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.