Director, Downstream Marketing - Enterprise Account Management (EAM), ASC & Neur

Job Overview

Remote Customer Solutions is an organization designed to expand enterprise selling capabilities, evolve strategic pricing and contracting capabilities, improve consistency and accuracy of data and insights, and build long‑term, sustainable customer relationships across the U.S. and EMEA markets. The Director, Downstream Marketing – EAM, ASC & NT Sales will lead the downstream marketing function across Enterprise Account Management, ASC, and Neurotechnology Sales within the Customer Solutions division in the U.S. This role is responsible for defining and executing the enterprise marketing strategy to drive cross‑portfolio growth, commercialization, and enterprise deal‑making across Stryker’s U.S. portfolio. It expands beyond traditional marketing leadership to serve as a key driver of enterprise sales growth, contract utilization, and customer engagement by translating Customer Solutions strategic priorities into scalable marketing programs that directly impact revenue, strengthen customer relationships, and increase adoption of Stryker’s enterprise offerings.
Responsibilities

Develop and execute annual marketing and commercial plans across EAM, ASC, and NT Sales to uncover and deliver synergistic, collaborative tactics across these functions.
Lead Senior Managers of Downstream Marketing for EAM, ASC/NT Sales, and their respective teams.
Partner with upstream marketing to define strategy and value propositions.
Work with sales enablement to determine training and education programs required to deliver results.
Drive enterprise cross‑selling, contracting, and deal‑making strategies.
Align with and influence EAM and ASC/NT Sales leadership to accelerate growth.
Collaborate with BU marketing leaders to ensure alignment and consistency across businesses.
Build scalable processes, operating models, and best practices for enterprise marketing.
Lead KPI design, performance tracking, and optimization efforts.
Support De Novo, joint ventures, and enterprise solutions development.
Collaborate with Marketing Communications on brand, advertising, and campaign strategies.
Engage directly with customers, IDNs, and ASC stakeholders to inform strategy.
Foster a team culture focused on talent development, accountability, and results.
Conduct competitive insights to predict strengths and weaknesses of the full portfolio line compared to the competition.
Lead analysis of the current and potential competitive environment and strategies.
Drive customer insights by synthesizing needs to inform future innovations.
Shape customer value propositions that are consistent with business strategies.
Promote a customer‑focused corporate culture and optimize market share by delivering superior customer value.
Reshape markets by anticipating future customer needs.
Use strategic planning to enable organizational learning and lead marketing planning efforts.
Evaluate the impact of marketing strategy on the P&L and ensure adherence to financial practices and standards.
Coach teams through segmentation, customer targeting, and measurement of target audience preferences and brand associations.
Ensure evidence generation and linkage to the value proposition, mentoring others on importance and process.
Link customer metrics to business outcomes and direct changes in marketing resource allocation as needed.
Articulate desired communication outcomes consistent with marketing strategy to the MarComm team.
Partner with Marketing Communications to create internal communication plans, meeting cadences, and success metrics.
Create a culture where measurement of effectiveness is a standard practice, coaching others on micro and macro metrics.
Champion innovative process changes that transform the business and provide competitive advantage.
Represent enterprise projects and transformation initiatives as a culture leader within Customer Solutions.
Qualifications & Requirements

Bachelor’s degree required; MBA preferred.
10+ years of work experience required.
7+ years of medical device and marketing/sales experience preferred.
4+ years of people management experience highly preferred.
Proven track record of high performance in marketing leadership roles.
Experience in developing and implementing marketing strategies.
Experience in interdivisional networking to expand corporate presence in the medical device market.
Experience in formulating long‑range strategies and in overall strategic planning processes.
Deep understanding of the medical device market and associated trends.
Deep understanding of healthcare customer segmentation (IDN, GPO, ASC, etc.) and supply chain decision‑making and contracting.
Excellent presentation and interpersonal communication skills.
Strong analytical and problem‑solving skills.
Ability to manage multiple projects while delivering on established timelines.
Ability to be persuasive in the absence of organizational authority.
Knowledge of complex interdivisional procedures and policies.
Demonstrated proficiency in Microsoft Office (Excel, Word & PowerPoint).
Compensation

Pay ranges (U.S.):
- USN: $155,900 - $259,700 USD per year
- US5: $163,700 - $272,700 USD per year
- US10: $171,500 - $285,700 USD per year
- US15: $179,300 - $298,700 USD per year
- US20: $187,100 - $311,600 USD per year
- US30: $202,700 - $337,600 USD per year
Travel & Work Flexibility

Travel: 30%
Work Flexibility: Remote – majority of time can be worked from an alternate workplace.
Equal Employment Opportunity Statement

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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