Portfolio Manager, Wearables
Confirmed on the employer's own hiring board on Nov 3, 2026. First seen by Alion on Sep 24, 2026. Stryker scores B on the Alion truth index.
In this role, you need to be based near a Stryker site (Portage (MI), Flower Mound (TX), Mahwah (NJ), Bloomington (MN), Greenwood Village (CO), Tempe (AZ)) and will travel 30% to San Jose, CA
The Portfolio Manager will own the full hardware portfolio strategy for Smart Care’s wearable devices (hands-free communication badge and future wearable products). This includes roadmap ownership, upstream marketing strategy, value proposition development, financial modeling, competitive analysis, and integration of wearables into the broader SmartHospital platform. Vocera Hands-Free Communication Devices Solution Brief
What you will do
Own the wearable hardware roadmap.
- Lead upstream portfolio strategy for Smart Care’s hands-free communication badge and wearable devices.
- Define roadmap priorities, lifecycle plans, and strategic direction aligned to the Smart Hospital ecosystem.
Drive NDP in partnership with R&D.
- Lead and influence the NPD end-to-end in close collaboration with engineering, design, regulatory, and clinical teams.
- Translate customer insights into clear requirements and prioritization decisions.
Define portfolio and positioning strategy.
- Develop value propositions, segmentation strategies, and positioning frameworks that differentiate Smart Care wearables within the connected healthcare landscape.
Translate customer insights into action.
- Leverage VOC, KOL engagement, and market research to identify unmet needs and growth opportunities.
- Convert qualitative and quantitative insights into actionable business recommendations.
Guide pricing, forecasting, and financial decisions.
- Build business cases and financial models to inform pricing strategy, roadmap investments, and lifecycle tradeoffs.
Assess competitive and industry dynamics.
- Monitor competitors, market trends, and emerging technologies to inform product strategy and defend points of difference.
- Communicate implications clearly to leadership and cross-functional teams.
Align hardware with the Smart Care platform.
- Ensure wearable strategy integrates seamlessly with voice software, mobile applications, RTLS, and broader connectivity solutions to deliver a cohesive customer experience.
Measure and optimize performance.
- Establish and monitor key portfolio KPIs related to adoption, retention, and commercial performance.
- Use analytics to drive continuous improvement and strategic focus.
What you need (Required):
- Bachelor’s degree
- 4+ years of work experience
- Experience managing multiple projects while delivering on established timelines
- Voice of Customer (VOC) Analysis
- Experience with quantitative and qualitative research
Preferred
- Experience with Portfolio Strategy & Roadmapping
- Experience in Product Management
- Go-to-Market Strategy experience
- Experience in creating marketing strategies and business case financial models
- Experience in healthcare technology, medical devices, MedTech, or SaaS environments.
- Medical Device industry experience
United States of America Pay Ranges:
- USN: $89,300 - $148,800 USD Annual
- US5: $93,800 - $156,200 USD Annual
- US10: $98,200 - $163,700 USD Annual
- US10: $98,200 - $163,700 USD Annual
- US15: $102,700 - $171,100 USD Annual
- US20: $107,200 - $178,600 USD Annual
- US30: $116,100 - $193,400 USD Annual
View the U.S. work location and transparency guide to find the pay range for your location.
Travel Percentage: 30%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.