R&D Manager in Portage, MI at Stryker Corporation

Date Posted: 9/25/2018

Job Snapshot

  • Employee Type:
  • Location:
    Portage, MI
  • Job Type:
  • Experience:
    Not Specified
  • Date Posted:
  • Job ID:

Job Description

Who we want

Managers who drive performance. People who implement process improvements and leverage the talent of their team to consistently increase performance and productivity.

Quality-focused team drivers.  People who push their team to deliver the highest quality products and solutions in a timely manner.

Insightful advisors.  People who can effectively coordinate and focus the work of skilled employees toward an important goal, prioritizing to the right activities that lead to success.

Effective communicators. People who regularly share relevant status updates and effectively articulate issues and recommendations to stakeholders and senior management.

What you will do

The R&D Manager position is apart of Stryker's rapidly growing Neuro and Spine business unit within the Instruments division. The position directs the activities of a cross functional team(s) in all phases of the research and/or development process. Teams can support design and technology relevant to multiple products, projects and programs. Collaborates with other functions within the business on the direction of basic research and development relevant to long-term objectives and concerns. Develops strategies to ensure effective achievement of business objectives and strategic plans. Monitors and evaluates completion of tasks and projects. Selects, develops, resources and oversees technology research needed to support portfolio road-maps.

The R&D Manager is responsible for research and development activities to meet organizational needs and to capitalize on potential new product opportunities. In this role, you will build and develop strong engineering talent with focus on competence, customer, and succession. Some responsibilities include:

  • Aids R&D team to understand the results and implications of research and development initiatives.
  • In partnership with Marketing, compares and contrasts latest developments and emerging issues in the industry segment, (business and technical considerations)
  • Coaches others on key facts that differentiate offerings from that of the competition.
  • Prepares, in conjunction with other R&D leaders, the research and development budget.
  • Promotes understanding of multiple product and service groups and their inter-dependencies. Monitors regulatory and environmental issues and considerations.
  • Oversees development activities of multiple products or product lines.
  • Advises colleagues on implementation and operational considerations.
  • Leads the selection, supervising, training, and development of a R&D team.
  • Will train others on functional area related topics.
  • Coordinate the activities of 1 or more exempt and/or non-exempt employees.
  • Evaluate the performance of 1 or more employee based on pre-established performance parameters.
  • Responsible for assigned subordinate's compliance with company policies and corrective action.

What you will need

  • B.S. in Mechanical, Electrical Engineering, or Software Engineering
  • 7-10 years related engineering experience
  • 3+ years people management experience.
  • Demonstrated ability to operate small hand tools (e.g. pliers, screwdrivers, hammer, wrenches, etc.), power tools and test/inspection equipment.
  • Demonstrated mechanical/electrical design and problem solving skills.
  • Excellent analytical skills.
  • Excellent interpersonal communication and management skills.

Work From Home: No

Travel Percentage: Up to 25%

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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