Roper Technologies Inc.
Senior Product Manager - Anatomic Pathology (Personal Services)
Purpose
The Sr. Product Manager's primary responsibilities include managing the lifecycle and strategic direction of one or more anatomic pathology software product lines through to the execution of tactical activities needed to keep the product(s) growing and maintaining leadership positions in their respective markets. This business leader will monitor and improve existing products using key performance indicators and develop new products to solve customer problems identified through qualitative and quantitative market research.
This person has proven successes in defining product roadmaps, defining product release scopes and working collaboratively with product teams throughout the software design and development process to deliver timely, well-balanced product releases. This individual is responsible for defining high-level customer requirements for any given software application. They will collect customer input, conduct ethnographic research and work closely with the software development team and other functions to create detailed requirements and test user experience prototypes. The Sr. Product Manager is expected to work independently, make decisions on matters of significance, and need little direct supervision.
They serve as the product champion and are the subject matter expert for product-related communications. This leader will collaborate with marketing to create appropriate promotional content. Close relationships with Sales & Support is important to ensure ongoing success of the product line they are responsible for.
Do you have a passion for managing the lifecycle of software products in the healthcare industry? This may be the role for you!
Essential Functions
Skills needed to be successful
Required Experience & Education
Preferred Experience & Education
COVID-19
At this time, Sunquest requires all U.S. employees to be fully vaccinated or to have an approved religious or medical accommodation. Candidates accepting an offer must provide proof of vaccination status on their first day of employment. If someone anticipates requesting an accommodation for this requirement, they must receive approval before their scheduled start date. Candidates receiving an offer of employment will receive additional information about the accommodation process at the time of the offer. All offers of employment are contingent upon complying with Sunquest's vaccination policy.
Supervisory Responsibilities
Perks of working for Sunquest
From our business casual dress policy, generous PTO plan and flexible work schedules, to our mission driven organization that supports those who support healthcare organizations, Sunquest promotes work-life balance for all of our employees. We place emphasis on training and development, encourage promotion from within and encourage cross-functional team participation. These ideals together foster a culture of professional growth and development for our employee.
Sunquest's Commitment to Equal Opportunity
Sunquest Information systems is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national origin, gender, sexual orientation, gender identity, age, physical or mental disability, genetic factors, military/veteran status or other characteristics protected by law.
General Guidance:
This job description is meant to provide an accurate depiction of tasks and accountabilities that are most often associated with this role. While we strive to provide an accurate depiction, nothing in this description restricts the company from changing, reassigning, expanding or reducing scope of accountabilities and is subject to change at any time.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor 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. 41 CFR 60-1.35(c)
Product Management