Director, Reimbursement and Market Access in Virtual, Michigan at Stryker Corporation

Date Posted: 11/9/2020

Job Snapshot

Job Description

The Director of Reimbursement and Market Access will develop and execute reimbursement and market access strategies which should consist of clinical data and publication requirements, health economics and value proposition models for payor negotiations Requires experience in various complex reimbursement areas including Medicare and Medicaid, commercial payer policies and processes, medical device and services coding and coverage issues, and demonstrated relationships with payers and key stakeholders.

Primary Responsibilities:

  • Develop a roadmap for a division-wide, global coding, coverage and reimbursement strategy to ensure commercial viability and patient access to key technologies; translating that strategy into action.
  • Develop trusted relationships with commercial and government payers, and key stakeholders.
  • Develop reimbursement strategies across product pipeline, potential acquisitions, and current divisional portfolios.
  • Develop strategies to respond to, interpret and translate coding, coverage and reimbursement issues, translate impact to business, devise strategies to address and advocate for advantageous coding, coverage and reimbursement positions for divisional product and services.
  • Develop and drive a highly compliant reimbursement culture and enhance enterprise capacity on reimbursement and coverage issues, as well as payer relationships.
  • Work cross functionally across multiple functional areas, including clinical research, regulatory, sales & marketing, corporate Government Affairs, and product development to devise and execute strategies.
  • Must have an understanding of complex federal, state and commercial reimbursement models, including innovative payments, with device and/or life science companies.
  • Ability to model various reimbursement scenarios and opportunities and potential impact.
  • Lead the development of market shaping opportunities through evolving customer and government models.
  • Educate the division about changes in reimbursement.
  • Collaborate with commercial partners to assess the payer needs landscape and propose strategic and organizational capabilities to secure access for Stryker products.
  • Monitor competitive activities and devise strategies to adapt to changing environment.
  • Develop and oversee the reimbursement consulting network.
  • Develop and oversee the strategy for the reimbursement hotline to ensure smooth and rapid response and issue resolution to incoming inquiries.

Education, Experience and Certifications:

  • Bachelors degree required; Masters degree preferred.
  • Minimum 10 years prefer medical device reimbursement.
  • Must thrive working in a fast-paced, innovative environment while remaining flexible, proactive, resourceful and efficient.
  • Excellent interpersonal skills, ability to develop important relationships with key stakeholders and payers, good conflict management and negotiation skills, ability to analyze complex issues to develop actionable and realistic plans, programs and recommendations.
  • Must demonstrate a comprehensive knowledge of reimbursement rules and processes and be able to advise senior leadership succinctly on the impact of various coding, coverage and commercial and government reimbursement policies.

Work From Home: Remote

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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