What You Will Do
As the Associate Strategy & Insights Manager, plays a key role in global market insights and strategy management for the Medical – Acute Care business by analyzing industry trends, competitive dynamics, and customer segmentation. Contributes to research initiatives, providing data-driven recommendations that support business growth, market positioning, and strategic decision-making.
Lead the planning, design, and execution of market research projects, ensuring insights inform key business decisions.
Analyze historical and current data to generate reports with actionable recommendations.
Monitor industry trends, develop key relationships with thought leaders, and track market developments.
Assess new market opportunities, forecast growth, and conduct competitive analysis.
Synthesize global market data, identifying sources of growth and strategic focus areas.
Maintain and organize market insights, ensuring data accessibility and accuracy.
Support strategy and marketing planning through research-driven insights and structured frameworks.
Identify knowledge gaps and collaborate with business partners to enhance decision-making.
What You Need
Required
Bachelor’s degree
6+ years of experience in market research, market intelligence, competitive intelligence, customer insights, strategy development/planning or relevant field
Preferred
MBA
3+ years of experience in the Medical Technology, Healthcare IT, and/or Digital Health industry
$87,600 - $186,700 salary plus bonus eligible + benefits. Actual minimum and maximum may vary based on location. Individual pay is based on skills, experience, and other relevant factors.
Travel Percentage: 20%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.