Principal EDT Enterprise Architect (Remote)

Work Flexibility: Remote As a Principal EDT Enterprise Architect, you will set direction for Instruments & Customer Solutions and is accountable for the quality and consistency of its architecture outcomes. The role acts as a recognized authority, solves the highest-complexity problems in its scope, and defines patterns and priorities that others adopt. The role connects strategy to execution across products, platforms, data, AI, integration, cloud, digital customer experience, and operational capabilities, while balancing division speed with enterprise scale, reuse, security, compliance, and long-term sustainability. What you will do Define enterprise architecture strategy, principles, technology patterns, and priorities that connect business objectives with scalable, secure, and sustainable technology solutions. Develop and maintain end-to-end current-state and target-state architecture designs, including applications, platforms, data flows, integrations, dependencies, and technology roadmaps. Identify architectural risks, technology overlaps, consolidation opportunities, and cross-functional dependencies, and lead teams toward solutions that improve reuse, scalability, security, and business value. Guide complex technology decisions across products, platforms, data, AI, cloud, integration, digital customer experiences, and commercial capabilities. Align business leaders, technology teams, delivery teams, and enterprise architects around architecture decisions, clearly communicating business impact, technical trade-offs, risks, and benefits. Lead architecture governance practices, standards, processes, documentation, and continuous improvement of roadmaps while driving consistent use of enterprise architecture tools. Evaluate emerging technologies, industry trends, and solution options to determine their fit with business strategy, enterprise standards, security requirements, and long-term technology direction. Monitor architecture performance, regulatory requirements, privacy standards, data retention requirements, audit considerations, and key performance indicators to identify risks and drive measurable improvements. What you will need Required Bachelor’s degree in Computer Science, Data Analytics, Business Analytics, Data Science, Computer Information Systems or related field. Minimum 8 years of professional experience in Information Technology, application or technology management, portfolio management, IT governance, enterprise architecture, or a related technology discipline. Experience with Salesforce.com, ServiceMax, SAP S4/Hana Experience supporting commercial technology capabilities such as sales enablement, territory management, incentive compensation, channel management, field service, case management, or order-to-cash processes Experience working across the phases of an established software development lifecycle. Experience analyzing application portfolios to identify rationalization, consolidation, integration, or modernization opportunities. Preferred Experience applying enterprise architecture methodologies or frameworks such as TOGAF, FEAF, or Zachman. Experience of building an Information Security system and control framework within a complex, global, federated organization including staffing, controls and financial / budgetary aspects. United States of America Pay Ranges: USN : $135,600 - $225,900 USD Annual US5 : $142,400 - $237,200 USD Annual US10 : $149,200 - $248,500 USD Annual US15 : $155,900 - $259,800 USD Annual US20 : $162,700 - $271,100 USD Annual US30 : $176,300 - $293,700 USD Annual View the U.S. work location and transparency guide to find the pay range for your location. 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.