Manager, GQO Financial Planning & Analysis (Remote)

Work Flexibility: Remote or Hybrid or Onsite

What you will do:

As the Manager, GQO Financial Planning & Analysis, you will supervise the financial reporting and forecasting for Stryker’s Global Quality and Operations (GQO) organization, which oversees $7B+ of annual costs.

• Partner with finance leaders to align strategies and influence key decisions.

• Lead budgeting, forecasting, and long-range financial planning processes.

• Ensure accuracy, timeliness, and integrity of financial reports, analyses, and projections.

• Drive process improvements to enhance efficiency and insight for business leaders.

• Ensure compliance with company policies, SOX, and financial regulations.

• Develop and refine financial models to identify key value drivers and improve business outcomes.

• Drive accountability through strong business partnerships and continuous financial acumen development.

• Identify and implement impactful changes to support GQO’s short-term and long-term financial commitments.

What you need:

Required

• Bachelor’s degree in finance, Accounting, Business Administration or related degree

• 8+ years of experience in budgeting, forecasting, long-term financial planning, and overseeing accounting and compliance activities

$100,500 - $215,300 salary plus bonus eligible + benefits. Actual minimum and maximum may vary based on location. Individual pay is based on skills, experience, and other relevant factors.

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.