Workday Business Analysis Manager - Total Rewards (Remote)

Work Flexibility: Remote

What You Will Do:

As our Business Analysis Manager (BAM), you will partner closely with global HR teams—particularly in Workday Compensation—to align system capabilities with HR’s operational and strategic goals. You will be a key collaborator with the Total Rewards Center of Excellence (COE), helping shape the future of our Total Rewards technology ecosystem.

You’ll own and optimize Workday Compensation and Advanced Compensation domains, guide the product roadmap, and ensure the system supports global compensation and benefits processes effectively. This includes both hands-on configuration and strategic consultation to bridge business needs with technical delivery.

• Own and manage Workday Compensation and Advanced Compensation domains, including merit, bonus, and equity programs.

• Partner with Total Rewards to translate compensation and benefits program designs into scalable system solutions.

• Drive the Workday Total Rewards roadmap, balancing short-term deliverables with long-term scalability, compliance, and user experience.

• Lead planning and prioritization of system enhancements in alignment with HR goals, compliance standards, and available resources.

• Act as primary liaison between HR, Total Rewards, and Systems teams for all Total Rewards-related initiatives.

• Oversee integrations between Alight and Workday, including eligibility, enrollment, and payroll deduction data flows.

• Configure and maintain benefit deductions, eligibility rules, and downstream payroll processes.

• Partner with benefits analysts to support audits, resolve issues, and ensure data accuracy.

• Stay current with emerging Workday Total Rewards features and best practices through Workday Community engagement.

• Ensure compliance by supporting documentation and audit readiness for compensation, benefits, and equity processes.

• Document requirements, configurations, and testing, ensuring traceability and clarity for stakeholders.

• Collaborate cross-functionally with business and technical teams to align technology solutions with business goals.

What you need:

Required Qualifications:

• Bachelor’s degree is required for this role, however in lieu of a degree an additional 6 years of work experience will be considered.

• 8+ years of professional work experience is required for this role.

• 4+ Workday experience required in Workday Compensation and Advanced Compensation domains, and understanding of Total Rewards programs, compensation cycles, and system dependencies

• 2+ Experience supporting year-end compensation planning cycles and working with third-party benefits administrators

• 4+ Demonstrated ability to drive process improvement, influence product design, create process maps, and lead complex cross-functional initiatives

• 4+ Experience participating in system governance, roadmap planning, or feature release cycles

Preferred Qualifications

• Workday certification(s) preferred

• Familiarity with Total Rewards compliance requirements (ACA, IRS, SOX, HIPAA, GDPR)

• Experience supporting global compensation or benefits programs

• Knowledge of Agile Development methodologies

• Experience with Azure DevOps  

• Knowledge of medical device and/or pharmaceutical industry

$115,600 - $245,800 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.