Lead Analyst, Business Systems - Salesforce (Hybrid)

Work Flexibility: Hybrid

What you will do:
As our Lead Analyst, Salesforce, you will serve as a key partner to the business, helping maximize how Salesforce and other applications support our teams and customers. You will have the opportunity to work across systems and business functions, solving complex business problems and improving the technology and processes that support the division. You will combine Salesforce expertise with strong business analysis skills to translate needs into solutions, resolve complex issues and drive enhancements that improve processes and the user experience. Additionally, you will serve as the primary owner of business communication for Salesforce within a matrixed organization, presenting enhancement changes, communicating priorities, and impacts to stakeholders at all levels, including senior leadership and partners in other business units.

This is a hybrid role and as such is defined as the ability to come into the office 2+ days per week.

• Lead the enhancement process within Salesforce.com functional areas for business users, with an understanding of impacts across other functional areas or integration points
• Serve as the main point of contact for the Global Process Governance organization regarding enhancement submission, planning, user acceptance test scheduling, and release
• Communicate with managers and SMEs within the business to ensure business readiness for minor and major releases
• Provide training and incident triage support
• Coordinate with EDT resources on UAT and regression testing and ensure appropriate test scripts are available for execution
• Own UAT and regression testing for Salesforce.com and CPQ, including authoring, reviewing, and executing test scripts accurately and within expected timeframes
• Build strong relationships with business process owners
• Lead system analysis and planning for new projects, including defining future-state processes and solution recommendations
• Independently manage all work activities across assigned systems, keep enhancement, incident, and project tracking tools current, and provide clear, consistent status updates to leadership
• Proactively engage business users and process owners to identify improvement opportunities and translate them into enhancement requests
• Evaluate Salesforce configuration (e.g., profiles, permissions, case routing, and queues) and recommend solutions aligned with platform best practices, partnering with EDT on the build

What you need:

Required:

• Bachelor’s degree.
• 4+ years of professional experience in business analysis, technology, systems support or a related area.
• 2+ years of experience with Salesforce Service Cloud, including case management, email-to-case or queues.
• 1+ year of experience with user acceptance testing (UAT), regression testing and release readiness.
• 2+ years of experience translating business needs into system requirements, solutions or enhancements.

Preferred qualifications:

• Salesforce Administrator or related Salesforce certification.
• Experience with a CPQ platform; Oracle CPQ experience is a plus.

  

 

United States of America Pay Ranges:

• USN: $89,300 - $148,800 USD Annual
• US5: $93,800 - $156,200 USD Annual
• US10: $98,200 - $163,700 USD Annual
• US15: $102,700 - $171,100 USD Annual
• US20: $107,200 - $178,600 USD Annual
• US30: $116,100 - $193,400 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.