Sales Enablement, Career Development Manager

Work Flexibility: Remote or Hybrid or Onsite

As a Sales Enablement Manager, you will develop, plan and conduct training on techniques for selling the organization's products and/or services for sales representatives and reseller partners. Design training classes and training materials and prepare documentation. Conduct sales training needs assessments and analyze employee training needs to determine requirements for new program development. Monitor and evaluate sales training programs, assess results and implement enhancements as needed to ensure effectiveness of programs.

Our preference is to fill this role hybrid from our Flower Mound, TX; San Jose, CA; or Greenwood, CO offices, but we’re flexible and open to 100% remote for the right candidate.

Who we want

Dedicated achievers. People who thrive in a fast-paced environment and will stop at nothing to ensure a project is complete and meets regulations and expectations.Effective communicators. People who can interpret information clearly and accurately to concisely communicate results and recommendations to stakeholders.Collaborative partners. People who build and leverage cross-functional relationships to bring together ideas, information, use cases, and industry analyses to develop best practices.What you will do

• Lead Sales Education Strategy: Direct the development, execution, and continuous improvement of the full Sales Education program for the Endoscopy Division, including strategic plans and annual operational plans.

• Clinical & Technical Expertise: Demonstrate strong procedural, clinical, and anatomical knowledge to identify educational gaps, build competency-based learning pathways, and effectively transfer technical, clinical, and professional knowledge across all sales rep tenures.

• Sales & Marketing Insight: Leverage deep sales expertise and marketing strategy knowledge—including segmentation, competitive analysis, and customer insights—to create impactful training content and anticipate evolving customer needs.

• Program & Curriculum Design: Manage the design and implementation of innovative curricula, digital tools, and learning platforms; coach team members on market-awareness and best-in-class learning solutions; and shape educational imperatives that align with organizational strategy.

• Cross-Functional Collaboration: Work closely with regional teams, internal/external customers, consultants, and thought leaders to strengthen capabilities, integrate training into marketing and business plans, and ensure alignment with BU objectives.

• Project & Resource Leadership: Set strategic direction for sales education, lead cross-functional or cross-regional initiatives, champion continuous improvement, and oversee digital content creation, in-field training, and virtual training delivery.

• Measurement & Budget Management: Establish and track metrics tied to business objectives, drive improvements based on data, evaluate training effectiveness platforms, and manage the Sales Education budget—including prioritization, funding, and spend optimization.

• Stakeholder & Brand Stewardship: Build strong relationships across the organization, leverage networks to continually enhance the education offering, align programs with divisional strategy, and partner with Marketing Communications and Sales Leadership to drive clear, differentiated communication strategies.

What you need

Required:

• Bachelor's degree

• Minimum 8 years experience

Preferred:

• 3+ years medical device or marketing/sales experience

​

$100,500 - $215,300 salary plus bonus eligible + benefits. Individual pay is based on skills, experience, and other relevant factors.

Travel Percentage: 40%

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.