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Manager, Financial Planning and Analysis in Tempe, AZ at Stryker Corporation

Date Posted: 5/1/2019

Job Snapshot

  • Employee Type:
    Full-Time
  • Location:
    Tempe, AZ
  • Job Type:
  • Experience:
    Not Specified
  • Date Posted:
    5/1/2019
  • Job ID:
    R416363

Job Description

Essential Duties and Responsibilities

  • Responsible for the preparation, timeliness, and integrity of all financial results reports and analysis.
  • Prepare consolidated financial reports (both internal and external) that summarize and forecast company business activity and financial position in areas of income, expenses, cash, earnings based on past, present, and expected operations.
  • Coordinate budgeting and oversee monthly financial forecasting.
  • Timely and accurate information integration with corporate systems (i.e. HFM, Encompass)
  • Research and resolve accounting issues including evaluation and implementation of new accounting pronouncements to ensure US GAAP and IAS compliance.
  • Prepare variance and key ratio analysis and other ad hoc analyses to explain fluctuations in financial results.
  • Manage and lead the Financial Compliance functions of the business.
  • Build our analytics capabilities partnering with departmental leaders that will impact business results.
  • Direct and lead resources focused on financial systems and invest in the success of all employees across the department.
  • Manage and develop direct and indirect staff.
  • Project based assignments that will assist in meeting departmental and divisional objectives.
  • Other duties as assigned.

Work From Home: No

Travel Percentage: Up to 25%

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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