Customer Support Supervisor - Hybrid

Work Flexibility: Hybrid or Onsite

This is a hybrid role located in Portage, MI. This role requires a hybrid schedule in office Monday-Wednesday.

What you will do:

• Lead team performance across quality, customer experience, order management, employee engagement, and product lifecycle initiatives.
• Manage team operations, including scheduling, timekeeping, performance reviews, coaching, and policy compliance.
• Foster a culture of teamwork, accountability, development, and employee engagement.
• Support recruiting, hiring, onboarding, and retention of temporary and permanent employees.
• Ensure team members are trained and compliant with all standard work instructions and processes.
• Drive achievement of key performance metrics, including customer experience, service levels, productivity, response times, and budget goals.
• Maintain training, documentation, audit, and continuous improvement standards.
• Lead and participate in process improvement and organizational projects.
• Partner cross-functionally with Sales, Sales Operations, Marketing, Quality, and Regulatory teams to resolve issues and improve outcomes.
• Deliver best-in-class customer service, product support, and operational excellence.

What you will need:

Required

• Bachelor’s degree or High School Diploma plus 6 years of customer support experience required in lieu of Bachelors degree.
• 2 years of proven people leadership experience.
• 2+ years of work experience.

Preferred

• SAP, JDE, CPQ, Service Max and Sales Force experience preferred

  

 

$64,400 - $94,400 USD Annual

  

 

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.