Who we want:
Network builders. Managers who build connections with other teams and divisions and coordinate cross-functional collaboration.
Subject matter experts. Managers who not only oversee the collection, review, and analysis of data but can interpret, translate, and present on all various matters as needed.
Managers who drive performance. People who implement process improvements and leverage the talent of their team to consistently increase performance and productivity.
Insightful advisors. Managers who lead strategy development and provide guidance to teams
What you will do:
The Senior Manager of Logistics Process Excellence plays a pivotal role in enhancing the efficiency and effectiveness of the US distribution network. This role is at the forefront of driving process improvement initiatives that align with GLO strategy and support Stryker’s growth. By leading cross-functional efforts, the Senior Manager will ensure the standardization of processes, operational efficiency, and cost reductions, contributing to the company’s reputation for excellence.
The individual in this role will foster collaboration and implement innovative solutions that improve customer satisfaction, reduce costs, and optimize the supply chain from end to end. With a strong emphasis on teamwork, professionalism, and integrity, this position ensures that all initiatives meet strategic goals and contractual obligations, positioning the organization as a "Best in Class" leader in logistics.
Lead US distribution process excellence to ensure readiness, customer alignment, and optimal service delivery
Collaborate with 3PL partners to drive continuous improvement, reduce costs, and ensure quality and sustainability compliance
Develop and monitor budgets and metrics with GLO Finance to promote cost reduction
Implement best practices and innovations by identifying trends to drive progress and continuous improvement using Lean Six Sigma, Data Engineering, and evolving best practices in the improvement domain
Support and design centralized Value-Added Services (VAS) operations in alignment with GLO strategy, including budgeting, resource planning, and risk management
Mentor and develop logistics staff and build competencies to ensure ongoing career growth and continuous improvement
Establish and maintain KPIs to measure and improve the performance of US distribution, ensuring alignment with business goals
What you need:
Bachelor’s degree in business administration, Materials Management, Life Sciences, Engineering, or equivalent -required
10 years of cumulative experience in Supply Chain, Distribution, Operations, or related fields with exposure in semi-automated, labor-intensive distribution operations in a people manager role with proven organizational development capabilities to guide teams through continual changes - required
Strong understanding of end-to-end supply chain interactions and interdependencies and warehousing in terms of set-up, capacity planning and optimization. -required
Hands-on work experience with and knowledge of logistics management, warehousing, inventory, order management and ERP systems -required
Proficient in Microsoft Office tools including Word, Excel, Access, PowerPoint, Visio, or other flow-charting software and/or Microsoft Project (or similar) -required
Experience with Statistical software such as Minitab to conduct data analysis -required
Hands-on experience with data analytics/visualization tools (Power Apps, Power BI, Advanced Excel, Macros and VBA) -required
Formal training in (and experience with) Lean, Process Excellence, Six Sigma tools (Lean Six Sigma Black Belt Certification), etc. “preferred”
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.