Offer summary

Qualifications:

Bachelor's degree in business or related field, or 8+ years of relevant experience., Proficiency in data manipulation, system tools, and manual calculations with large datasets., Strong skills in Microsoft Excel, PowerPoint, and Power BI for reporting and modeling., Experience with automated incentive compensation systems like SAPC, Callidus, or Xactly is preferred..

Key responsibilities:

Support and improve sales compensation procedures, policies, and processes.

Manage participant data, including compensation plans and quotas, in SAP Commissions.

Analyze large data sets to identify trends and variances for sales performance.

Assist with month-end close, commission payouts, and resolve compensation inquiries.

Job description

Work Flexibility: Remote or Hybrid or Onsite

Join NV as a Senior Sales Compensation Analyst – drive strategy, impact results, and shape the future of sales performance!

In this role, you will play a pivotal role in shaping and executing our sales compensation strategy. You will be the go-to expert for all things related to sales compensation data, systems, and tools. You will also act as a key liaison between our Commercial, Finance, and IS teams—owning the resolution of issues, validating system integrity, and ensuring seamless operations of our sales reporting and commission platforms.

What you will do:

Support continuous improvement activities in the development, modification, and adjustment of procedures, policies, processes, and technologies within the Sales Compensation function.
Maintain and manage participant information, including compensation plans, territory alignments, quotas, crediting, and commission validation in SAP Commissions (SAPC).
Synthesize large amounts of data into concise and useful takeaways with the ability to identify key trends and variances accurately.
Partner closely with the Finance team in support of the month-end close process and commission payouts by ensuring accuracy of quotas, crediting, adjustments, compensation components, manual transactions, validation of commission payments, and attainment levels.
Support ad hoc projects and reporting requests such as projection files, earning calculators, compensation metrics and trends, historical reporting, etc.
Support the sales team in resolving compensation inquiries and disputes, explaining complex commission calculations, Compensation Plan T&Cs, and SAPC sales training.
Focuses on internal customer satisfaction through teamwork, solving problems through a consultative approach, operating with honesty and integrity, and providing a highly responsive level of customer service.
High attention to detail while maintaining and managing confidential compensation data.

What you need:

B.A. or B.S. in business or related curriculum or 8+ years of relevant, professional experience in lieu of degree
Proficient in manipulating systems tools, manual calculations, reconciliation and modeling, with large data sets
Proficient with Microsoft applications, particularly advanced formulas in Excel and PowerPoint
Experience in creating and maintaining Power BI models and reports

Preferred:

Versatility, flexibility, and a willingness to work within constantly changing priorities with enthusiasm
Proven ability to handle multiple tasks and meet deadlines
Excellent verbal and written communication skills with strong interpersonal skills
Preferred experience in automated incentive compensation systems (e.g. SAPC, Callidus, Xactly, OIC, Varicent, etc.)

$69,100 - $139,600 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.

Required profile