As the Manager, Deployment Readiness you will ensure stakeholders are ready to transition from their legacy ecosystem to SAP and its surrounding ecosystem with minimal operational disruption. You will play a pivotal role in successful cutover to and adoption of the new technology ecosystem by the business, particularly through global manufacturing and commercial operations.
**This is a remote position based in the eastern time zone.**
Who we want
Effective communicators. People who can interpret information clearly and accurately to concisely communicate results and recommendations to stakeholders, senior management, and their teams.
Network builders. Managers who build connections with other teams and divisions and coordinate cross-functional collaboration.
Self-directed initiators. People who take ownership of their work and need no prompting to drive productivity, change, and outcomes.
What you will do
Lead and facilitate alignment with a large array of leaders from the business (including upper management) in helping navigate ambiguity as we develop a clear cutover strategy.Facilitate and identify the detailed business requirements for the cutover plan to transition from Legacy to the new SAP Ecosystem.Ensure close partnership with IT, Functional teams, and Data Migration team to serve the Business as a liaison and ensure a cohesive approval to cutover strategy and activities.Support Go/No-Go meeting metrics for business operational readiness.Facilitate the development of the business continuity planning (inventory strategy, communication, backup processes, etc.).Ensure collaboration with partners in the end-to-end process inclusive of global applications, manufacturing, and the Stryker countries.Prepare the business for the cutover and Hypercare period, including logistics and communication, working closely with the communications team.Oversee the intake of Hypercare (post go-live) incidents and set clear direction ensuring the business has a sound process to get quick action, prompt communication, and business continuity.Manage the Hypercare exit with the deployment leads to ensure a seamless transition from the project team (deployment readiness) to the global process governance organization.Proactively identify opportunities within Cutover and Hypercare processes and drive improvements working with identified stakeholders, other cutover team members, and delegate accordingly to ensure improvements can be properly implemented in a timely manner.What you need
Bachelor’s degree required.8+ years of experience related to the responsibilities of this role.3+ years of experience in SAP (or other major ERP) along with planning cutover and implementation stages in large scale transformation programs preferred.Experience managing projects, including business readiness, implementation, deliverable tracking, and risk management required.Experience presenting to and communicating with senior/executive level leadership required.Experience and knowledge of change management principles, methodologies and tools preferred.$112,800 - $239,900 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: 50%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.