Senior Manager, Talent Brand & Recruitment Marketing in Portage, MI at Stryker Corporation

Date Posted: 7/30/2018

Job Snapshot

Job Description

The  Senior Manager, Talent Branding and Recruitment Marketing Manager will play a key role in ensuring a strong brand for Stryker across the globe while leading a team of marketing mavens.   This job has massive responsibility for our largest regions: North and South America which includes business partnership with our divisional businesses.  You will lead the strategic development, management and execution of Stryker’s talent brand identity, including the corporate and talent narrative, messaging and visual aspects of the talent brand for the Americas region. Are we speaking your language?  Not afraid to roll up your sleeves and get to it?  See if titles fill your bucket:  

  • Brand Architect.  If you build it, they will come.  You will lead brand awareness in the area of recruitment and enhance competitive positioning through the implementation of the corporate Employee Value Proposition (EVP )
  • Devoted Developer.  Use your past experience developing your teams to build our branding leaders of the future.
  • Project Guru.  Love checking major milestones off the list?  You will lead talent branding and recruitment marketing projects specific to regional markets including the building and execution of an attraction strategy
  • Social Strategist.  Put your tweeting to the test!  Partner with the team on Talent Branding strategies leveraging digital and social media channels. 
  • Valued Partner.  This is your seat at the table .  Work as part of the regional TA leadership team and partner closely with the local HR organization to delivery on what our businesses need
  • Activity Director .  Play “Cruise Director” on the activities of internal and external staff and agencies to ensure budget and deliverables are on time
  • Cheerleading Captain. Get others fired up as lead brand ambassador by helping internal stakeholders and partners understand and adopt Stryker’s talent branding solutions and capabilities.


Strategic thinkers. People who enjoy analyzing data or trends for the purposes of planning, forecasting, advising, budgeting, reporting, or sales opportunities.

Creative minds. Individuals with a desire to think bigger and try new ideas knowing that some may fail but a few will make a big impact

Collaborative partners. People who build and leverage cross-functional relationships to bring together ideas, information, use cases, and industry analyses to develop best practices.

Dedicated achievers. People who thrive in a fast-paced environment and will stop at nothing to ensure a project is complete and meets regulations and expectations.

Curious learners. People who seek out cutting-edge research and information to expand and enhance their ability to be ready for what’s next.

Self-directed imitators. People who take ownership of their work and need no prompting to drive productivity, change, and outcomes.


  • Bachelor’s Degree required.
  • Minimum 10+ years experience in developing and implementing branding and marketing strategies
  • 5+ years experience within the Talent Acquisition space is strongly preferred
  • Demonstrated ability to influence and partner with high level business leaders in multiple functional areas
  • “Tech wiz”- Strong understanding and comfort leveraging digital platforms and social media
  • “Lead by example”- Proven ability to manage complex branding and marketing projects and the roll out of initiatives across multiple countries/locations
  • “Be the expert”- Experience in bringing innovative solutions to assist businesses meet their talent goals "

Work From Home: Yes

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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