Senior Manager - EHS (Remote)

Work Flexibility: Remote *This is a remote role that can be performed from anywhere in the United States. International/domestic travel expectation is 70%.* Lead the Environment, Health and Safety Program for Stryker’s Logistics & Commercial organization across the U.S., LATAM, and Canada. Partner with Logistics & Commercial leadership, facility leaders, contractors, and Stryker’s Global EHS function to build a best-in-class EHS program. This role blends strategic leadership with hands-on execution, including conducting assessments and writing policy. What You Will Do: Ensure compliance with all local and international EHS laws, standards, certifications, and internal procedures, maintaining up-to-date knowledge of regulatory requirements and engaging with regulators (e.g., OSHA). Maintain and continuously improve the EHS management system, ensuring documentation is current and aligned with internal and regulatory expectations. Conduct regular EHS inspections, audits, and risk assessments; recommend and implement corrective actions where hazards exist. Lead incident investigation processes, analyze trends, and evaluate EHS impacts of changes to plant, processes, or equipment to define appropriate risk controls. Coordinate the Emergency Response Program, ensuring procedures, resources, and training are effective and compliant, including training in emergency response and hazardous material handling. Develop, collect, analyze, and report EHS metrics to measure performance against industry standards and prior year results; prepare reports for internal and external stakeholders. Manage environmental compliance activities, including waste programs, environmental monitoring, and submission of environmental and sustainability compliance data. Collaborate with site and business leadership to align on EHS priorities, promote a culture of accountability, and support site teams in achieving local and global EHS objectives. Support broader worker health programs, including industrial hygiene compliance, workplace ergonomics, and worker’s compensation program administration. What You Need: Required Bachelor Degree Minimum of 10+ years of EHS experience in an organization. Proficiency in data analytics tools and Microsoft Office Suite (e.g., Power BI, Excel). Ability to drive training initiatives that foster a proactive EHS culture and influence behavior across teams. Ability to build strong relationships with frontline leaders, contractors, and cross-functional partners. Proven ability to lead cross-functional EHS projects to successful outcomes (budget, scope, and timeline). Preferred STEM and/or MS degree Strong communication skills, including public speaking and presenting complex risk data to senior leaders. Experience collecting, analyzing, and presenting data to inform strategic decision-making. Experience managing budgets and leading EHS committees or cross-functional teams. Experience supporting warehouse, medical kitting, commercial, and logistics environments in a global organization. Skilled in interpreting regulatory requirements and influencing decision-making across a complex organization. United States of America Pay Ranges: USN: $118,000 - $196,700 USD Annual US5: $123,900 - $206,500 USD Annual US10: $129,800 - $216,400 USD Annual US15: $135,700 - $226,200 USD Annual US20: $141,600 - $236,000 USD Annual US30: $153,400 - $255,700 USD Annual View the U.S. work location and transparency guide to find the pay range for your location. Travel Percentage: 70% 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.