Senior Specialist Change Management

Work Flexibility: Hybrid

Senior Specialist Change Management 

Portage, MI

Stryker is hiring a Senior Specialist, Change Management to support the technical execution, development, and continuous improvement of the Windchill PLM platform for the Instruments Division. In this role, you’ll mentor global Business Admins, ensure compliance with change control processes, and provide audit support.

Work Flexibility:
Hybrid: Candidates must reside within a commutable distance to Portage, MI, and be able to work onsite several times per week.

What you will do:

• Train, mentor, and support Change Management Specialists and Engineers.
• Guide global Business Admins on technical execution within onePLM.
• Lead or support system process improvements and validation activities.
• Manage the PLM Help Queue and prioritize tickets with Business Priority Leads.
• Monitor and trend system issues; collaborate with stakeholders to resolve them.
• Participate in Windchill workflow creation/modification and lead project elements.
• Serve as process owner for CHMG Business Admin QMS & Team Manager procedures.
• Act as primary reviewer/signatory for PLM Admin forms.
• Run bi-weekly/monthly BA Touchbase meetings and consult on future staffing needs.

What you need:
Basic Qualifications:

• Bachelor’s degree in Engineering or related field.
• 2+ years of experience in a legal, technical, or regulated environment.
• Prior experience in change management.

Preferred Qualifications:

• Experience with PLM systems (e.g., Windchill).
• Familiarity with audit processes and compliance standards.

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.