Work Flexibility: Remote

As the Principal Portfolio Manager for the Hip business within Joint Replacement, you will own and shape the long-term strategy of our enabling technology portfolio, guiding innovation from early concepts through lifecycle optimization. In this highly visible, strategic individual contributor role, you will influence portfolio investment decisions, platform evolution, and competitive positioning while partnering closely with world class surgeons, R&D, and cross functional leaders. This role offers a rare opportunity to operate at the intersection of clinical insight, technology, and business strategy, driving meaningful impact on hip arthroplasty outcomes and the future of Stryker’s Hip portfolio.

This position is remote with expected domestic and international travel for key meetings or events throughout the year. We prefer candidates that reside in the Eastern or Central time zones.

WHAT YOU WILL DO:

• Own and define the long-term portfolio strategy for Hip enabling technologies, shaping platform evolution, investment priorities, and competitive positioning.
• Serve as the upstream marketing lead for the Hip portfolio, guiding strategy from early concept through lifecycle management and portfolio optimization.
• Lead the NPDP process end-to-end, partnering closely with R&D, Medical, Regulatory, Finance, Operations, and Sales to drive disciplined, on-time execution.
• Translate voice of customer, surgeon insights, and patient needs into clear value propositions and differentiated portfolio strategies.
• Act as a strategic partner to key opinion leaders and thought leaders, leveraging insights to inform pipeline direction and platform decisions.
• Analyze market dynamics, competitive landscapes, and unmet needs to identify growth opportunities and inform long-range portfolio planning.
• Drive portfolio-level decision making, including category definition, segmentation strategy, lifecycle planning, and capital prioritization.
• Communicate and influence long-term Hip portfolio strategy across senior leadership to ensure organizational alignment and execution clarity.
• Partner with R&D to anticipate future clinical, technological, and competitive needs, ensuring the portfolio remains differentiated and sustainable.
• Establish and elevate best practices for portfolio strategy, forecasting, and business performance analysis within the Joint Replacement organization.

WHAT YOU NEED:

Required

• Bachelor’s degree
• 8+ years of experience in upstream marketing, portfolio management, or product strategy within orthopedics or surgical technologies
• Proven experience defining and leading portfolio strategy from early concept through commercialization and lifecycle management
• Demonstrated success partnering cross functionally to influence long term product and investment decisions
• Strong experience partnering with R&D, Clinical, and Engineering teams through the full product development lifecycle
• Experience supporting or leading product development within orthopedic solutions

Preferred

• Advanced experience in upstream marketing or portfolio strategy within orthopedics, joint replacement, or adjacent surgical technologies
• Prior exposure to R&D or NPDP processes, including close collaboration with engineering and clinical teams
• Experience working directly with surgeon customers and key opinion leaders
• MBA or advanced degree

$118,000 - $255,700 salary plus bonus eligible + benefits. Individual pay is based on skills, experience, and other relevant factors.

Travel Percentage: 30%

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.