Work Flexibility: Remote or Hybrid or Onsite

What you will do

The Manager, Global Sales Compensation is responsible for leading the development, implementation, and administration of global sales compensation programs, policies, and procedures. This role ensures that incentive structures are competitive, compliant, and aligned with business objectives. Key responsibilities include managing compensation plan design, overseeing commission processing, conducting market and pay equity analyses, and collaborating with cross-functional teams such as Sales Operations, Finance, and HR. The manager also serves as a subject matter expert on sales compensation, resolving disputes, supporting system improvements, and driving operational excellence across global regions.

• Design, implement, and manage global sales compensation programs aligned with business strategy.
• Lead governance of incentive plans, including quota crediting, payout calculations, and dispute resolution.
• Conduct market benchmarking and pay equity analyses to ensure competitiveness and compliance.
• Partner with internal teams to align compensation structures with organizational goals.
• Own global commission processing and ensure timely, accurate payments across regions.
• Provide training and guidance to internal leaders on sales compensation policies and tools.
• Monitor effectiveness of compensation programs and recommend enhancements based on performance data.
• Support system improvements and automation initiatives to scale compensation operations globally.
• Serve as subject matter expert on compensation-related matters and policy interpretation.
• Lead compensation-related audits and ensure adherence to internal controls and regulatory standards.
• Collaborate with analytics teams to model incentive scenarios and forecast financial impact.
• Maintain documentation and change logs for compensation plans and processes.
• Ensure compliance with global labor laws and internal governance frameworks.
• Drive continuous improvement in compensation operations through technology and process optimization.

What you need

Required

• Bachelor’s degree in a relevant field such as Business, Marketing, Economics, or a related discipline required.
• 8+ years of professional experience.
• Progressive experience in sales compensation, sales operations, or related discipline
• 2+ years of people management experience, demonstrating the ability to lead teams, develop talent, and drive results through others.
• Proven experience managing global compensation programs and incentive plans.
• Strong analytical skills with proficiency in Excel, compensation modeling, and reporting tools.
• Experience conducting market benchmarking and pay equity analyses.
• Familiarity with global labor markets and compliance requirements.
• Proven ability to translate complex compensation data into clear, actionable insights for stakeholders.

Preferred

• Advanced degree (e.g., MBA)
• Prior experience in a matrixed organization or COE model.
• Experience with data visualization and reporting tools such as Tableau, Power BI, or similar platforms.

$100,500-$215,300 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.