Work Flexibility: Remote or Hybrid or Onsite

What you will do

The Manager, Benefits has responsibility for driving the design, vendor strategy, and administration for assigned U.S. medical plans and global expatriate health benefit plans. In this role, you will act as an ethical and valuable fiduciary of all assigned plans, policies, regulations, and processes. You will develop communications designed to keep employees informed about company benefit plans and annual changes.

You will ensure that assigned programs are current with regard to trends, practices, costs, and regulatory requirements, and partner closely with Legal, Procurement, and external vendors to evaluate and implement solutions that align with business needs.

• Manage the benefits strategy and lifecycle management for assigned medical and advocacy benefit plans, including fully insured programs, in collaboration with key stakeholders.
• Partner with legal, procurement, and consultants to plan RFPs and vendor evaluations, including carrier and consultant partnerships, plan renewals, and contract negotiations for assigned plans.
• Support the Senior Manager, Benefits with strategy, administration, and compliance oversight for self‑funded health plans.
• Own and execute annual medical plan renewals, including financial analysis, plan design changes, stakeholder recommendations, and implementation.
• Ensure programs stay current with market trends, best practices, regulatory requirements, and cost expectations.
• Oversee compliance with all relevant federal, state, and local regulations (e.g., MHPAEA, PPACA, COBRA, PBM legislation).
• Lead benefits communications related to plan changes, renewals, and ongoing programs; guide the development and review of employee‑facing materials.
• Support benefit plan integrations during acquisitions, including compliant transitions and vendor alignment.
• Monitor program and vendor performance, including costs, risk factors, SLAs, and continuous improvement opportunities.
• Support HR Operations with research and escalation support related to complex benefits inquiries.

What you need

Required

• Bachelor’s degree or equivalent 6+ years of additional work experience
• 8+ years of work experience including experience in health and welfare benefits plan design and strategy
• Previous HR or role-related experience

Preferred

• 4+ years business-facing HR, HR COE, HR Operations, or role-related experience
• 8+ years' experience supporting health and welfare benefits plan design and strategy
• Experience in multiple HR disciplines or client groups
• Experience in health and welfare benefits plan design and strategy
• CEBS certification or similar training

United States of America Pay Ranges:

• USN: $102,600 - $171,000 USD Annual
• US5: $107,700 - $179,600 USD Annual
• US10: $112,900 - $188,100 USD Annual
• US15: $118,000 - $196,600 USD Annual
• US20: $123,100 - $205,200 USD Annual
• US30: $133,400 - $222,300 USD Annual

View the U.S. work location and transparency guide to find the pay range for your location.

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.