Work Flexibility: Hybrid
The Director, Regulatory Affairs is a key strategist, responsible for developing and executing the global regulatory strategy for Stryker Sustainability Solutions (SSS) business unit focused on providing reprocessing and remanufacturing solutions to our customers globally. The Director will partner closely with business unit leadership and respective Marketing, R&D, Clinical and Quality teams, and will lead a team of 5 direct reports.
This leader is required to be based in Tempe, AZ with a hybrid work schedule of three days per week in office. Relocation support can be provided.

EDUCATION / WORK EXPERIENCE:

• BS in Engineering or other relevant field of study
• Minimum of 10 years’ experience
• Master’s Degree or equivalent preferred
• RAC desired

KNOWLEDGE / COMPETENCIES:

• Demonstrated knowledge and application of regulatory requirements, including ISO, FDA, and International requirements
• Demonstrated expertise in regulatory systems in a regulated environment
• Demonstrated project management skills
• Demonstrated verbal, written, and interpersonal communication skills
• Demonstrated ability to work in a team environment, interact effectively with management from other functions
• Demonstrated ability to manage a multi-discipline, multi-technology, team-based organization and assume responsibility of quality, regulatory, and compliance targets
• Demonstrated ability to initiate work
• Demonstrated analytical ability
• Demonstrated ability to make effective decisions
• Experience with recruiting, people development
• Influence across the organization
  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.

Please refer the Job description for details