Work Flexibility: Remote

Who we want-

• Collaborative partners. People who build and leverage cross-functional relationships to bring together ideas, data and insights to drive continuous improvement in functions.
• Analytical problem solvers. People who go beyond just fixing to identify root causes, evaluate optimal solutions, and recommend comprehensive upgrades to prevent future issues.
• Dedicated achievers. People who thrive in a fast-paced environment and will stop at nothing to ensure a project is complete and meets regulations and expectations.

What you will do-

As the Senior Manager, Executive Compensation, you will manage the day-to-day operations of the executive compensation department and support the preparation of materials for the Compensation and Human Capital Committee (CHCC) of the Board of Directors. You will partner with internal and external stakeholders to ensure compliance with all internal and external regulatory and reporting requirements.

Additional responsibilities:

• Support the design, analysis, and administration of annual bonus and long-term incentive compensation programs and strategies.
• Develop meeting materials for the Compensation and Human Capital Committee (CHCC) of the Board of Directors, including agendas, analyses, reports, and presentations.
• Serve as a primary point of contact/liaison with the CHCC’s independent consultant, coordinating materials and assignments as appropriate.
• Lead the drafting and development of the compensation-related sections of the annual proxy statement, partnering with other members of the Total Rewards team and the legal department.
• Prepare analyses and recommendations related to executive pay offers (both internal and external) and executive job leveling.
• Monitor and analyze the effectiveness of executive compensation programs while staying up to date on external developments in executive compensation.
• Recommend potential improvements to executive programs.
• Develop communications and deliver presentations to ensure that executive compensation plans and programs are understood and valued by participants.
• Participate in external shareholder outreach on executive compensation matters as appropriate.
• Take on additional responsibilities or projects within the Total Rewards department or the broader HR function as assigned.

What you need

• Bachelor’s degree or 6+ years of equivalent experience required
• 10+ years of work experience required
• Previous HR or role-related experience required
• 7+ years of direct experience in executive compensation preferred
• 5+ years business-facing HR, HR COE, HR Operations, or role-related experience preferred
• Experience in multiple HR disciplines or client groups preferred
• Experience with executive pay benchmarking and job leveling, incentive plan design, Compensation Committee and Board of Directors support, and proxy disclosure preferred
• Certified Executive Compensation Professional (CECP) or Certified Compensation Professional (CCP) certification preferred

$120 - $266 salary plus bonus eligible + Benefits (Health, Vision, Dental, 401K, Tuition Reimbursement, Employee Assistance Program, Wellbeing Program, Employee Stock Purchase Program). This information reflects the anticipated salary range for this position based on current national data.  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.