Work Flexibility: Hybrid
What you will do:
As a Sales Compensation Analyst, you will provide operational support our division's sales force by maintaining information of sales activities that support sales performance metrics and sales process improvement.
Oversee, design, and develop incentive compensation plans for a multi-channel and multidivisional field sales organization that align with established financial and business models.
Perform monthly, quarterly, and annual calculation, validation and payment of incentive compensation plan components and bonus commissions.
Develop and maintain business partnerships with Finance, HR, and Sales management to ensure alignment of incentive compensation development with organizational, financial and sales force goals.
Partner with sales leadership on territory alignment changes and associated sales and quota impacts based on multi-divisional salesforce structures.
Develop, maintain, and update systems and processes critical to the reporting and tracking of compensation metrics.
Support ad hoc projects and reports requested by sales management and corporate leadership including, but not limited to - quarterly projection files, financial accruals, compensation metrics and trends, etc.
What you need:
Required
Bachelor’s degree, OR 6 years relevant work experience
Preferred
2+ years of relevant work experience
Experience with Incentive Compensation systems, such as Varicent
Proficiency in Power BI
$56,000 - $101,400 salary plus bonus eligible + benefits. Actual minimum and maximum may vary based on location. Individual pay is based on skills, experience, and other relevant factors.
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.
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