Regional manager serp_jobs.h1.location_city

Work Flexibility : Hybrid

GENERAL DESCRIPTION :

A Regional Manager within the Sports Medicine division creates, directs, coordinates and executes strategies to meet customer needs. Has principal leadership accountability for sales team and resulting P&L.

ESSENTIAL FUNCTIONS :

Identify, develop and maintain professional relationships with key surgeons and accounts.

Partner with Human Resources to achieve human capital objectives including employee engagement, performance management, talent acquisition, planning and ensuring consistent application of practices and procedures.

Select, train, evaluate, develop and discipline sales professionals through the sales region.

Collect and analyze market information to optimize sales and market share.

Develop, analyze, report and communicate sales data.

Manage regional budget and expenses.

Host, attend and participate in meetings (i.e. National Sales, meetings, training meetings.)

QUALIFICATIONS :

B.A. or B.S. in Business.

Five years of field sales / marketing experience preferred.

Excellent analytical skills.

Excellent interpersonal skills.

Demonstrated ability to plan and execute a variety of strategies to meet objectives (i.e. sales, training and development, process improvement, change management)  Must be able to communicate with large groups of people.

Must be able to travel up to 75% annually.

Must be able to generate and explain detailed forecasts, guidelines and procedures.

Must be able to analyze and resolve non-routine product issues using independent judgment.

Travel Percentage : 50%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.