Manager, Robotics Platform Development

People and Organizational Leadership

• Lead, coach, develop, and engage a multidisciplinary engineering organization supporting complex robotic platform development.
• Establish clear performance expectations, provide actionable feedback, and support career and professional development.
• Lead a blended organization of full-time employees and contractors, including workload planning, onboarding, integration, and day-to-day coordination.
• Support staffing and organizational planning as program and business needs evolve.
• Build a collaborative, accountable team culture focused on execution, quality, and continuous improvement.

Engineering and Program Execution

• Drive execution across complex hardware and systems development activities, ensuring teams have the resources, priorities, and support needed to deliver program commitments.
• Partner with project and program management to translate program objectives into engineering plans, schedules, staffing needs, and deliverables.
• Identify execution risks, resource constraints, and cross-functional dependencies and drive timely resolution.
• Balance priorities across multiple development efforts while maintaining focus on quality, schedule, and business objectives.
• Support resource planning, contractor strategy, budgeting, forecasting, and project-level financial accountability.
• Provide engineering leadership and technical judgment while partnering with senior technical leaders responsible for architecture and technical strategy.

Cross-Functional and Compliance Leadership

• Partner with Electrical, Systems, Software, Mechanical, Product Safety, Quality, Regulatory, Manufacturing, and other functions throughout the product development lifecycle.
• Ensure engineering activities are executed in accordance with applicable design controls, risk management processes, quality systems, and regulatory requirements.
• Review and approve, or appropriately delegate, technical documentation and program deliverables within assigned areas.
• Support continuous improvement of engineering processes, tools, and operating practices.
• Support a distributed engineering organization and travel periodically to other Stryker development sites as business needs require.

What You Will Need

Minimum Qualifications

• Bachelor of Science degree or higher in Engineering or an applicable technical field.
• 8+ years of applicable engineering experience.
• 2+ years of direct people management experience.

Preferred Qualifications

• Electrical Engineering background or significant experience leading electrical hardware development teams.
• Experience leading complex engineering projects, programs, or technical organizations.
• Demonstrated ability to influence across engineering disciplines and drive execution in a cross-functional environment.
• Experience leading a blended organization of full-time employees and engineering contractors.
• Experience managing engineering teams through complex product redesign, modernization, or late-stage product development programs.
• Medical device experience or experience in another highly regulated or safety-critical product development environment.
• Experience with design controls, risk management, verification, and regulated product development.
• Experience managing staffing, schedules, resources, budgets, and competing program priorities.
• Experience leading geographically distributed engineering teams.

• $135,600 - $225,900 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.