Manager, Advanced Operations

Work Flexibility: Hybrid
What We Want

• Effective communicators. People who collect and interpret information accurately and can concisely communicate results and recommendations to stakeholders, senior management, and their teams.
• Talent developers. Growth-oriented managers who recruit and hire top-performing talent and prioritize the development of their team members.
• Network builders. Managers who build connections with other teams and divisions and coordinate cross-functional collaboration.
• Managers who drive performance. People who implement process improvements and leverage the talent of their team to consistently increase performance and productivity.

What You Will Do
As an Advanced Operations Manager in the Acute Care team, you will be responsible for accelerating the pace and effectiveness of New Product Introduction by developing a culture of innovation within the engineering team while leveraging our GQO and Divisional partnerships.
You will provide technical oversight and leadership for delivering premium products through excellence in manufacturing, process, and technology development.
This role will include the leadership of a team driven to deliver on project milestones while supporting the development of our internal production systems and external supply base by progressing projects through our Design Transfer process.

• Lead a team responsible for implementing changes and adjustments in the production lines to accommodate the manufacturing of new products.
• Successfully determine project scope, scale, resource & financial requirements to meet new product introduction goals.
• Collaborate closely with the new product development team, translating product needs into a scalable production system.
• Provide insights into new product development from a production perspective, ensuring alignment with plant and external vendor requirements.
• Establish and maintain direct communication with global plants, participating in benchmarking activities to understand challenges and solutions in various locations.
• Demonstrate effective communication, resilience, and leadership skills within the team and cross-functional stakeholders.
• Act as a key liaison between the production operations team and the Acute Care research and development team.
• Develop clear roles and responsibilities between stakeholders ensuring a seamless integration of organizations to avoid overlap of activities for Design/Manufacturing Transfer.
• Drive continuous improvement initiatives within the production lines & supply base, leveraging insights from global counterparts and ensuring alignment with GQO strategic goals.
• Execute a robust talent offense by attracting, developing, retaining, and engaging top talent while driving personal/professional growth of individuals, the team and delivering high quality results with passion, energy, and drive.
• Proactively drive positive outcomes to technical, business, and personnel problems.
• Support a culture of diversity, inclusion, and belonging at a team level.

What You Will Need

• 8+ years experience in similar positions in Manufacturing/New Product Implementation/Product Transfer.
• 3+ years experience in people leadership position
• Bachelor's degree in engineering or applicable technical field
• Must possess strong leadership skills, proven ability to coach and mentor individuals in technical skills and people development areas.
• Should demonstrate experience working in a dynamic and results driven team based environment.
• Demonstrated leadership, project management, and engineering experience in Medical Device or a similar regulated field.

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.