Sr. Sales Compensation Analyst in Kalamazoo, MI at Stryker Corporation

Date Posted: 6/24/2019

Job Snapshot

Job Description

The Sr. Sales Compensation Analyst Helps administer semi-monthly payroll process, administration of the system, compensation disputes as well as modeling and analytics system functions. Implements, maintains and evaluates sales compensation accounting systems and procedures and ensures the accurate compilation, analysis and reporting of sales compensation accounting data. 


Sales Compensation System Functions

  • Support the ongoing maintenance to all employees and records within the system. The system includes Directors, Regional Managers, Reps, Controllers, Contractors/Distributors and non-divisional Sales Reps.
  • Execute assigned portions of the semi-monthly payroll process by reviewing all the payment elements including manual adjustments ensuring proper approvals has been obtained. Review and approve consolidated payroll files submission to Corporate Payroll.
  • Execute maintenance of potential order adjustments through the daily kick-out/reject reports, terminations and one-off situations per Regional Manager/Sales Director communication.
  • Partner with HR business partners in the administration of annual compensation plans, quotas and rates, ad hoc plan adjustments and managing all new-hires and one-off situations that provide temporary coverage.
  • Business analytics and reports for Finance, Sales and HR partners.
  • Compensation modeling – Participate and provide inputs in the creating of compensation plans.
  • Assist Regional Managers and Sales Reps with semi-monthly payroll issue resolution and Sales compensation disputes.
  • Participate in the yearly compensation plan updates including territory/region realignment, quota, rates, new hires, terminations, new plan implementation & testing
  • Participate in sales bonus report development and testing
  • Develops techniques for compiling, preparing and presenting sales compensation data
  • Manage projects such as survey participation and analysis, sales compensation integration for mergers and acquisitions
  • Work with I.S. (support/TAM) to ensure that the Sales Comp. system meets compensation needs and is updated to reflect changes to compensation structure, bonus programs etc.
  • Other related responsibilities within the Sales Comp. System as needed

Finance Functions

  • Supervise the preparation of intercompany commission billings/entries based on a commission report.
  • Supervise the preparation of commission accrual and associated fringe entry for month-end close.
  • Supervise the preparation of payroll file submission to corporate.
  • Supervise the preparation of quarterly and yearly bonus
  • Assist with posting of payroll related journal entry batches to JDE.


  • Bachelor's degree required
  • 3 years related accounting/ finance/ compensation experience
  • Accounting/ HRMS/ Payroll related software experience.
  • Excellent mathematical and analytical skills.
  • Excellent interpersonal communication skills.
  • Excellent organizational skills.
  • Intermediate to Excellent PC skills.
  • Professional certification or related advanced course work in accounting.
  • Excel (spreadsheet applications).
  • Microsoft Word (word processing).
  • J.D. Edwards (general ledger).
  • SAP/Callidus/Xactly (sales compensation system)
  • General accounting knowledge.
  • General compensation knowledge.
  • 10-key.
  • Time management.
  • Written communication.
  • Human relationship.
  • Graphics (PowerPoint etc.).
  • Query language.
  • Financial reporting.
  • Hyperion Consolidation Software.
  • Presentation skills.

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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