Collaborate with M&A teams during the due diligence phase to assess IT capabilities, identify risks, and evaluate integration challenges. Build and maintain strong relationships with the corporate and divisional integration teams, driving consensus on the best solution to business problems and deliver new solutions and enhancements. Ensure clear communication between business stakeholders and IT technical teams. Develop, coordinate, and execute comprehensive IT integration plans, including techn... more details
Work Flexibility: Hybrid
As the IT M&A Manager you will lead and coordinate the integration of IT systems, processes, and teams following mergers, acquisitions, or divestitures. You will liaison between the acquiring business, the acquired business, and the IT M&A team, providing knowledge and expertise to IT, the acquiring business, and process owners in identifying opportunities where technology should be applied and support prioritization.
**This is a hybrid role requiring 2 days per week in office.**
Who we want
Detail-oriented process improvers. Critical thinkers who naturally see opportunities to develop and optimize work processes – finding ways to simplify, standardize and automate.
Effective communicators. People who collect and interpret information accurately and can concisely communicate results and recommendations to stakeholders, senior management, and their teams.
Network builders. Managers who build connections with other teams and divisions and coordinate cross-functional collaboration.
Insightful advisors. Managers who lead strategy development and provide guidance and consultation to internal and external teams.
What you will do
- Collaborate with M&A teams during the due diligence phase to assess IT capabilities, identify risks, and evaluate integration challenges.
- Build and maintain strong relationships with the corporate and divisional integration teams, driving consensus on the best solution to business problems and deliver new solutions and enhancements.
- Ensure clear communication between business stakeholders and IT technical teams.
- Develop, coordinate, and execute comprehensive IT integration plans, including technical roadmaps, project timelines, and resource allocation strategies, to achieve integration objectives and meet business goals.
- Collaborate with key organizational stakeholders, including executive leadership, business units, and IT teams, to communicate integration plans, solicit feedback, and ensure alignment with strategic objectives.
- Collaborate with third-party vendors and service providers to negotiate contracts, oversee service delivery, and ensure alignment with integration goals and objectives.
- Identify and mitigate risks associated with IT integration, including cybersecurity vulnerabilities, data privacy concerns, and regulatory compliance issues, to minimize disruption and ensure business continuity.
- Provide ongoing support to business units following integration, addressing any IT-related issues, optimizing systems for efficiency, and facilitating knowledge transfer to internal teams.
- Develop and manage budgets for IT integration projects, ensuring cost-effectiveness and accountability.
What you need
- Bachelor’s degree required.
- 8+ years of professional work experience in IT/IS and/or business discipline required.
- 2+ years of M&A experience is strongly preferred.
- Project management or business analyst experience highly preferred.
Travel Percentage: 30%
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.
