Stryker Corporation

Work Flexibility: Hybrid

As the Senior Manager, IT Transformation, Territory Management and Incentive Compensation (TMIC), you will be responsible for the planning, coordination and successful delivery and deployments of Sales Performance Management (SPM) applications (Varicent & SAP Commissions) across all Stryker divisions, functions, and regions. You will play a key role in coordinating communication across various business groups, IT technical teams, business analysts, Enterprise Architecture, and System Integrator(s) and provides leadership direction to Stryker Commercial team on SPM best practices, reusability to ensure smooth release of commercial application on stage and production environment.

This hybrid role can be based out of our Flower Mound, TX; Allendale, NJ or Portage, MI offices.

Who we Want

Effective communicators. People who can interpret information clearly and accurately to concisely communicate results and recommendations to stakeholders, senior management, and their teams.

Quality-focused team drivers. People who push their team to deliver the highest quality products and solutions in a timely manner.

Collaborative partners. People who build and leverage cross-functional relationships to bring together ideas, data and insights to drive continuous improvement in functions.

Detail-oriented process improvers. Critical thinkers who naturally see opportunities to develop and optimize work processes – finding ways to simplify, standardize and automate.

What you will do

• Builds out Forecast and Business Case Financial Models with IT Business Partners and Project Managers to secure funding for projects.
• Lead design, configuration, development, testing and deployment activities. These responsibilities will be distributed across Projects and Release Cycles. Additionally, the responsible for the delivery of approved projects through the project management framework.
• End-to-end ownership of the design, development, testing, deployment of the SPM Platforms (Varicent & SAP Commissions) products to help drive overall strategy and roadmap in TMIC space.
• Lead and direct the work of Technical Solution Leads, Technical Solution Analysts and Solution Architects and Vendor teams.
• Work closely with System Integrator(s) to ensure alignment of key program activities and milestones for deployment and production releases.
• Manage and coordinate with strategic suppliers, System integrator and deployment partners through the entire SDLC to ensure they meet the contractual deliverables and agreed-upon timelines, and quality/performance metrics.
• Drive the Solution Reviews and Design decisions, technical approvals across the application area, and alignment of scope for all types of releases in end-to-end product lifecycle.
• Formulate deployment strategies to ensure reliability and scalability for Stryker systems.

What you Need

• Bachelor's Degree from an accredited university in the areas of Computer science, Engineering, Information Systems, Business, or related field of study required. Master’s degree in computer science, Engineering or MBA preferred.
• 10+ years of professional IT experience required with 8+ years of experience in Sales Performance management (SPM) tools like Varicent/SAP Commissions preferred
• 5+ years of IT experience in leading SPM projects, setting priorities and plans to meet business objectives preferred
• Prior experience and demonstrated understanding of TMIC/SPM platforms including Incentive Management, Territory and Quota planning processes with direct experience in global system rollouts required, preferably experience with SPM Solutions like Varicent, SAP Commissions platform.

Travel Percentage: 20%

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.