Stock Plan Administrator in Kalamazoo, MI at Stryker Corporation

Date Posted: 10/25/2018

Job Snapshot

Job Description

Essential Duties & Responsibilities: (Detailed Description)

Accurately and efficiently handle the day-to-day administration of the company’s stock plans globally.

  • Process transactions (stock option exercises, off-cycle Restricted Stock Units vest, grants) timely and accurately
  • Timely and accurately respond to ad-hoc reporting requests and inquiries from employees, management, and internal or external partners
  • Maintain and update process documents and checklists
  • Accurately and timely complete monthly reporting/reconciliation and annual filings or registrations as required in all countries with participants
  • Perform an integral role of precise and timely processing of the annual grant and annual RSU vest processes
  • Conducts standard and routine communication with global internal and external partners
  • Assist with administration of other executive compensation and financial benefits plan adminiatration (e.g. PSU peer sale data, stock ownership guidelines, Employee Stock Purchase Plan, etc.)

Education & Special Trainings:

  • Undergraduate degree, business-related field preferred (e.g. Finance, Tax, Accounting)

Qualifications & Experience:

  • Experience with financial benefits (stock or retirement plans) administration preferred
  • Advanced Microsoft Excel skills required (e.g. pivot tables, vlookup functions, etc.)
  • Experience working with and analyzing financial data
  • Knowledge of stock market fundamentals

Work From Home: No

Travel Percentage: None

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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