Executive Talent Research Partner (Remote)

📋 Description

• • Own the end-to-end intelligence cycle for Stryker’s most critical leadership roles, conducting deep-dive research on global companies, industry segments, and functional talent pools to uncover where world-class executives are hiding and why they might move.
• • Translate raw labor-market data into board-ready insights: build talent maps, organizational charts, and competitive benchmarking reports that senior executives use to make multi-million-dollar talent decisions.
• • Act as the first point of contact for C-suite prospects, representing Stryker with polish and credibility while initiating conversations that can last years—turning cold outreach into warm relationships that feed succession pipelines.
• • Design and execute proactive pipelining projects for emerging and high-risk leadership areas (e.g., Robotics, Digital Surgery, Emerging Markets) ensuring Stryker never has to scramble when a critical role opens.
• • In select cases, run full-cycle executive searches end-to-end: scope the role with the CEO/CHRO, craft the research strategy, source and assess candidates, orchestrate interview panels, and negotiate offers—delivering a white-glove experience to both hiring leaders and finalists.
• • Partner with Talent Intelligence, Executive Talent Acquisition, and business HR to connect external market insights with internal workforce plans, closing the gap between today’s org chart and tomorrow’s growth ambitions.
• • Influence senior stakeholders through data-driven storytelling—presenting talent availability, compensation trends, and competitor moves in a way that shapes recruiting strategy and workforce design.
• • Maintain the highest standards of confidentiality and compliance, handling sensitive organizational data and executive profiles with the discretion expected at the Fortune 500 board level.
• • Continuously refine research methodologies, experimenting with new tools, AI-enabled sourcing, and advanced analytics to keep Stryker at the forefront of executive talent intelligence.
• • Travel up to 10 % for key leadership meetings, industry conferences, and finalist interviews, ensuring face-to-face relationship building when it matters most.