Process Analyst

Work Flexibility: Hybrid

What you will do:

The ProCare Process Analyst is responsible for working cross functionally with Stryker Medical Sales Support, Technical Support, Customer Service, ProCare, Sales Account Managers, Sales Operations, and Management to ensure complete customer satisfaction and end to end process management. Responsibilities include the following:

• Responsible for total internal and external customer satisfaction in all applicable processes and capital order management.
• Answer incoming customer calls, emails, requests, inquiries, and other customer service-related needs as applicable to support ProCare and Stryker Medical.
• Builds relationships and fosters teamwork with fellow team members, leadership and individuals within other departments.
• Communicates process and systems as well as needs to all affected parties.
• Prioritizes and identifies activities and tasks, adjusting priorities when appropriate.
• Works closely with the Technical Services team with part number lookups, basic troubleshooting and requests as needed.
• Accounts for accurate and on time record-keeping as appropriate and in accordance with Stryker specifications per FDA regulations
• Willingness and ability to work extended work weeks including nights and weekends and occasional week-long travel.

What you need:

• Bachelor’s degree preferred
• 2+ years of customer service or technical support experience preferred
• Experience with Microsoft, Salesforce, SAP, other ERP systems, and applicable order entry systems preferred.
• Experience troubleshooting and demonstrated problem-solving skills preferred. 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.