Senior Manager, Global Financial Benefits

Work Flexibility: Remote or Hybrid or Onsite

Make a meaningful impact by shaping how employees experience financial wellbeing and retirement across a truly global organization. In this role, you will design and govern retirement strategies that influence employees across multiple regions, bringing consistency, innovation, and strategic clarity to complex global programs. This is a unique opportunity to build and evolve global frameworks that directly support business growth and employee financial security.

What you will do

• Lead the end-to-end strategy, design, and execution of global defined contribution and defined benefit programs across EMEA, LATAM, and APAC, ensuring alignment with local market practices and organizational priorities

• Evaluate investment strategies and governance structures, partnering with internal and external stakeholders to ensure programs remain compliant, risk-managed, and financially optimized

• Develop and implement global retirement program enhancements, identifying gaps across regions and driving consistent, scalable solutions where permitted by local regulations

• Design and launch financial wellbeing initiatives that improve employee understanding and engagement, increasing participation and perceived value of retirement programs

• Own vendor strategy by leading RFP processes, negotiating contracts, and optimizing vendor relationships to improve service quality, cost efficiency, and program outcomes

• Manage annual renewal and enrollment cycles across regions, ensuring timely execution, regulatory compliance, and seamless employee experience globally

• Partner cross-functionally with legal, procurement, and HR teams to assess program feasibility, mitigate risk, and align benefits strategies with business and compliance requirements

• Support mergers and acquisitions by evaluating inherited benefits programs, identifying gaps, and implementing aligned retirement strategies during integration

• Establish and monitor service level agreements, using performance data to drive continuous improvement and hold vendors accountable to defined standards

• Present and influence senior leadership by translating complex retirement and investment topics into clear, actionable recommendations that shape global decision-making

What you will need

Required

• Bachelor’s degree or 6 years of equivalent experience

• Minimum 10 years of professional experience

Preferred

• Minimum 5 years of experience managing global benefits programs

• Minimum 5 years of experience in vendor management

• Experience managing global retirement programs across multiple regions

• Minimum 5 years of experience in HR, HR operations, or related function supporting business leaders

• Minimum 4 years of people leadership experience

Preferred work arrangement: Candidate based in the Eastern Time Zone to effectively support global stakeholders across multiple regions

United States of America Pay Ranges:

• USN: $135,600 - $225,900 USD Annual
• US5: $142,400 - $237,200 USD Annual
• US10: $149,200 - $248,500 USD Annual
• US15: $155,900 - $259,800 USD Annual
• US20: $162,700 - $271,100 USD Annual
• US30: $176,300 - $293,700 USD Annual

View the U.S. work location and transparency guide to find the pay range for your location.

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.