Senior Demand Planner

Work Flexibility: Hybrid or Onsite

What you will do –

• Act as primary liaison between multiple sites and cross-functional teams to gather and consolidate demand inputs, regulatory approval timeline, sales order, financial forecast, market trends and historical sales data.
• Lead/Facilitate OUS Executive Demand Plan Review (EDR) and KPI adhering to Stryker IBP process and assessment.
• Develop and maintain an accurate demand plan that encompasses the next 24 rolling months
• Collaborate with commercial team to review and present NPI, M&A and PLM roadmap for product launch/exit within the next 12-18 months.
• Communicate demand forecasts and related insights to stakeholders across the organization, providing recommendations to IBP and Supply planning team.
• Own forecasting model and Demantra implementation, continuous improvement to streamline the process and maintain data integrity.
• Facilitate in Adhoc projects and reports as assigned.
• Coach team members on process and improvement opportunities.

 

Required –

• Bachelor's degree
• 2+ years of experiences in Demand Planning
• High level of Analytics and critical thinking with advanced Microsoft Excel, ERP, PowerPoint and presentation skills.

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Preferred –

• Proficiency in SQL and PowerBI.
• Medical device background.
• ASCM, Six Sigma or Supply Chain related Certification

  

$76,500 - $117,100 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.