Sales Operations Analyst (Remote) - job 1 of 2
As our Sales Operations Analyst, you will provide operational support to sales management, as well as plan and coordinate projects to improve the operational efficiency and effectiveness of the sales force within Trauma and Extremities.
What you will do:
Oversee, design and develop incentive compensation plans for a multi-channel and multi-divisional field sales organization that align with established financial and business models.
Perform monthly, quarterly, and annual calculation, validation and payment of incentive compensation plan components and bonus commissions.
Develop and leverage business partnerships with Finance, HR, and Sales Leadership to ensure alignment of incentive compensation development with organizational, financial and sales force goals.
Partner with sales leadership on territory alignment changes and associated sales and quota impacts based on multi-divisional salesforce structures.
Develop, maintain, and update systems and processes critical to the reporting and tracking of compensation metrics.
Plans and coordinates projects to improve the operational efficiency and effectiveness of the sales force.
Develops processes and procedures to support the sales process and participates in the development of requirements for sales support systems.
What you need:
Bachelor's degree
Preferred Qualifications:
1+ years of related professional experience
Intermediate to advanced Excel abilities (pivot tables, v-lookups)
Prior experience with Varicent/IBM ICM
$58,700 - $106,200 salary plus bonus eligible + benefits. 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.
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