What will you do
The Returns Operations Manager is responsible for overseeing the efficient operation of the return center by managing a team of dedicated professionals and ensuring that returned products are properly evaluated and seamlessly reintegrated into inventory. This role requires strong leadership, organizational skills, and attention to detail to maintain the highest standards of quality and productivity.
Team Management: Lead, mentor, and support return center team members, fostering a collaborative and goal-oriented work environment. Provide training, performance feedback, and development opportunities to ensure team success.
Product Evaluation: Oversee the thorough inspection and assessment of returned products to determine their condition, functionality, and suitability for restocking or other disposition.
Inventory Integration: Coordinate the accurate and timely return of eligible products to inventory, ensuring compliance with Stryker standards and procedures.
Process Improvement: Continuously review and enhance return center processes to improve efficiency, reduce waste, and optimize overall performance.
Metrics and Reporting: Monitor key performance indicators (KPIs), analyze operational data, and prepare reports to support decision-making and drive excellence within the return center.
What you need
Required
Bachelor’s degree in business or related curriculum
6 years of operations, distribution, logistics or technical experience
Preferred
2 years of supervisory experience
Experience leading and managing projects
Travel Percentage: 0%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.