Senior Manager, HR Innovation (Remote)

Work Flexibility: Remote or Hybrid or Onsite

What you will do

The Senior Manager HR Innovation will play an important role in shaping Stryker’s Global HR strategy by creating the burning platform for innovation from impactful insights, strategic best practice and thorough understanding of technological opportunities. You will be responsible for HR’s future technology portfolio, providing strategic insight and operational direction to the global function. In this role you will work closely with Senior HR leaders, HR Systems, IT, Procurement, vendors and external partners to identify and select innovative solutions that enhance employee experience, improve HR processes and systems and contribute to the overall growth and success of our organization.  You will explore various solutions and test concepts through experiments designed to validate assumptions and de-risk investments. You will operate strategically and collaboratively to navigate complex, quickly evolving topics and to discover, validate, and design solutions. 

• Drive a global, multi-year strategic technology roadmap to scale HR operations, enhance efficiency, and improve employee and manager experiences.
• Identify automation opportunities using AI, RPA, and other technologies; address bottlenecks and gaps; and lead adoption through a structured automation roadmap.
• Build and present business cases for multi-year, multi-million-dollar investments, securing leadership alignment and articulating business value.
• Research market trends, vendors, and emerging technologies to deliver data-driven recommendations and strategic insights.
• Provide thought leadership to senior HR leaders on trends, technologies, and best practices, fostering a culture of innovation and continuous improvement.
• Evaluate and optimize HR tools and processes to simplify experiences, improve efficiency, ensure compliance, and maximize ROI in partnership with COE leaders.
• Lead innovation projects through structured phases and decision gates, tracking performance and ROI to ensure impactful outcomes.
• Promote creative problem-solving, critical thinking, and clear communication, while navigating ambiguity with adaptability and entrepreneurial thinking.
• Foster external collaborations with vendors, partners, peers, and innovation communities to expand capabilities and insights.
• Use data-driven analysis to identify root causes, solve problems, and improve key HR metrics.
• Lead and manage a global team of Innovation Analysts, overseeing hiring, development, performance, and project prioritization.

What you need

Required qualifications

• Bachelor's degree or 6+ years of equivalent ​
• 10+ years of work experience ​
• Previous HR or role-related experience

Preferred qualifications

• 5+ years business-facing HR, HR COE, HR Operations, or role-related experience ​
• People leadership experience ​
• Experience with HR tech landscape and innovation approach/methodologies (consumer research, lean innovation, human-centered design or design thinking, agile development experience or service design)

$129,600 - $220,400 salary plus bonus eligible + benefits. Actual minimum and maximum may vary based on location. Individual pay is based on skills, experience, and other relevant factors.

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.