Work Flexibility: Hybrid or Onsite

As a Technical Support Training Manager at Stryker, you will design a training program that enables our technical teams to be kept effectively and efficiently educated on updates in our products. In this role, you will lead our instructional design team in developing and curating quality online and virtual instructor led training content.

What you will do:

• Develop a training framework and curriculum.
• Create a comprehensive training framework and curricula for onboarding, upskilling and certification programs for our customer support employees.
• Collaborate with cross-functional teams.
• Gather information and needs for creating effective training materials for customer support processes, methods and technical product training.
• Assess learner performance: Implement assessment methods to measure learner performance.
• Determine if certification or compliance thresholds are achieved.
• Regularly evaluate the effectiveness of training programs and make necessary adjustments to improve learner outcomes.

What you need:

Required:

• Bachelor’s Degree in a technical discipline
• 6+ years relevant experience required
• Previous direct people management experience required

Preferred:

• Experience in customer focused support role preferred
• Experience writing product support documentation preferred
• Experience developing learning & skills development programs preferred
• Demonstratable knowledge of building certification frameworks
• Experience using training authoring tools such as Litmos
• Knowledge Management or Knowledge Centered Support experience a plus

#IND1

Travel Percentage: 10%

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.