Director, Research

Work Flexibility: Hybrid or Onsite

The Director of Research defines the vision for Stryker Emergency Care’s Research function, helping advance the science of the field in a way that promotes innovation. Builds and maintains a group of deep experts on biomedical topics key to business success. Directs the activities of this group of scientists and engineers engaged in scientific research, advanced development of technologies, collaboration with outside key opinion leaders, and consulting across functions. Drives creation of intellectual property as well as, writes and approves manuscripts for publication.

What you will do:

• Provide direction of basic research and development relevant to the long-term product and business objectives.
• Play a key role in creating long-term strategic product planning for Stryker Emergency Care.
• Develop and oversee group planning, budgeting, performance, and methods.
• Select, develop, and evaluate team members to ensure deep knowledge is developed and maintained on biomedical topics key to the business.
• Help coordinate the interface between the Stryker team and Key Opinion Leaders.
• Provide guidance on industry conference representation strategy.
• Develop strategies to ensure effective achievement of scientific objectives.
• Provide expert guidance to Business Development and other functions.
• Ensure cohesive planning between research, development and clinical functions.
• Assess emerging opportunities and technologies that can better meet clinical needs and partner with customers, internal and external Key Opinion Leaders to develop technical strategies that meet clinical/business needs.
• Execute a robust talent offense, including management of a talent bench, for a department by attracting, developing, retaining, and engaging top talent while driving personal/professional growth of individuals, the team and delivering high quality results with passion, energy and drive.
• Lead and mentor others in complex cooperative efforts across cross-functional teams and business units, influencing multiple technical areas of expertise and building key relationships, to drive innovation and ensure achievement of business goals.
• Establish department Objectives, Goals, Strategy and Mission for direct reports to support overall business goals.

MINIMUM QUALIFICATIONS

What you will need (must have):

• BS degree in a technical field required
• 12+ years applicable experience with 6+ years of direct people management experience
• Strategic planning and budget development experience required

PREFERRED QUALIFICATIONS

What you will need (strongly desired):

• M.S. or Ph.D. in a technical field
• Excellent communication skills when dealing with a variety of constituents, both inside and outside the organization; excellent verbal and written skills, including the ability to develop and present technical information necessary for the company at all levels
• Strong leadership skills; talent development
• Demonstrated ability to manage multiple projects and product types
• Excellent strategic thinking, analytical and problem-solving skills

  

 

United States of America Pay Ranges:

• USN: $155,900 - $259,700 USD Annual
• US5: $163,700 - $272,700 USD Annual
• US10: $171,500 - $285,700 USD Annual
• US15: $179,300 - $298,700 USD Annual
• US20: $187,100 - $311,600 USD Annual
• US30: $202,700 - $337,600 USD Annual

View the U.S. work location and transparency guide to find the pay range for your location.

  

 

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.