Work Flexibility: Hybrid or Onsite

Who we wantNetwork builders. Managers who build connections with other teams and divisions and coordinate cross-functional collaboration.Talent developers. Growth-oriented managers who recruit and hire top-performing talent and prioritize the development of their team members.Managers who drive performance. People who implement process improvements and leverage the talent of their team to consistently increase performance and productivity.What you will do:

As an Associate Manager, Sales Enablement, you will help the Endoscopy Division by designing and leading the entire onboarding process (pre-boarding, Sales 100-200, Sales 350, RM starting blocks, RM 300-400) for the Division Sales Reps and Regional Managers in the Endo, Comm, Sports Medicine, and Sustainability businesses. Works with Sales Enablement, HR, Sales, Marketing, and Leadership, and other applicable stakeholders (Ops, Strat Sales, Vendor Credentialing, etc)You will Identify new hire's onboarding training and education needs and curate training initiatives and curriculum that can be tracked and reported as revenue-generating tasks and time to proficiency metrics.You will be responsible for becoming a subject matter expert on industry onboarding best practices and methodologies that can be integrated or applied to elevate current Endoscopy onboarding experience.You will demonstrate subject matter expertise and ownership of LMS platforms, including Huddle and Rehearsal, and responsible for designing new onboarding curriculums and consistently generating new digital content for learning management platforms to enhance new hire onboarding experienceYou will:Work to develop familiarity and maintain knowledge of Endoscopy Division BUs full portfolios (Endo, Comm, Sports Med, SSS) by attending Sales 300 courses and field rides to identify gaps and content that can be integrated into new hire education curriculumWork to build and maintain strong relationships with key stakeholders and total Endoscopy sales forces to ensure training is relevant and actionable to drive totalEndoscopy growthBuild onboarding training programs and content such as talk tracks, rep podcasts, modules, selling guides, and educational videos, enabling the sales forces to decrease time to proficiency and come into Sales 300 with stronger clinical and/or product knowledgeLead the strategy for time to proficiency measurement and responsible for increasing time to proficiency of new hire ASR's, sales reps and RM'sLead the design and creation for rep and RM competency models that guide new hire content creation and time to proficiency milestonesGenerate new learning content utilizing veteran reps (RFT's) and RM advisory panel to enhance learning curriculum for new hire reps and RM'sBe responsible for the constant updating and evolution of the digital learning course curriculum for new hire ASR's and Sports Med, Comm and Endo sales repsDetermine objectives and learning metrics for sales education new hire programs to assess ROl, efficiency and effectivenessBe responsible for coordinating Starting Blocks RM program for new hire regional managersBe responsible for scheduling and executing all Welcome Calls with new hire ASR's, Sales Reps and RM'SAttend Sales 300 courses and field ride alongs to become familiar with product portfolios and sales processes that can be integrated into new hire content curriculumParticipate in and support multi-department project team initiativesUnderstand customer needs and vendor credentialing requirements to be a resource for the sales teamsIdentify education needs at various levels of new hire onboarding tenure and develop onboarding programs that align with education needs and business goalsIdentity vendors necessary to execute sales educational program needs in line with business priorities and budgetStay present and informed on effective learning methodologies to incorporate into classroom learning formatDetermine priorities, budget, and resources needed for sales education new hire training programsIdentify and manage sales training attendees and training agendas and presenters, develop process for building and maintaining waitlists and confirmingDetermine priorities, budget, and resources needed for sales education new hire training programsIdentify and manage sales training attendees and training agendas and presenters, develop process for building and maintaining waitlists and confirming prerequisitesAttend pertinent meetings to maintain communication and focus of sales education program initiatives and best interest of the projectsWhat you needBachelor's degree required6+ years of experience requiredExperience teaching, mentoring, coaching, and developing others is preferred.Demonstrated of results and contributions over time through superior planning, organization, prioritization, coordination, execution and creativity which add significant value to the business, team, and customer.Ability to communicate and present information effectively, both verbally & in written form, with key stake holders and customers.

89,300-193,400k Salary Range - Bonus and Benefits may apply

Travel Percentage: None

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.