Compensation Lead

Luxury Presence

1d•Hybrid

About The Position

Luxury Presence is seeking a Compensation Lead to own and evolve their performance reward systems. This role is responsible for the commission management platform, acting as the day-to-day administrator and a strategic partner to go-to-market teams. The Compensation Lead will design and optimize variable compensation plans to drive desired behaviors, align with business goals, and scale with company growth. Reporting to the Head of Finance, this position will collaborate with Sales, Customer Success, and Leadership to build, maintain, and improve commission structures, bonus programs, and incentive plans. Key responsibilities include administering commission management software to ensure accurate, automated, and auditable calculations, providing real-time earnings visibility to representatives, and assessing ROI to make data-driven recommendations. The role also involves broader compensation philosophy, including equity programs and people analytics, contributing to total rewards strategy. A strong emphasis is placed on leveraging AI tools for efficiency and automation.

Requirements

3+ years of experience in commission planning, variable compensation, or sales compensation analysis.
Proven track record of managing end-to-end commission processes for Sales or GTM teams, including hands-on administration of a commission management platform.
Experience designing or materially improving compensation plans that drove measurable results.
Hands-on experience administering a commission management platform (QuotaPath, CaptivateIQ, Spiff, Xactly, or similar)—including plan configuration, rep dashboards, and payout workflows.
Strong Excel/Google Sheets skills: Comfortable building models with nested formulas for scenario modeling and ad hoc analysis.
Comfort working with data from CRM (Salesforce/HubSpot), HRIS, and financial systems.
AI-forward: Actively use AI tools to work faster and smarter. Excited about automation and building efficient systems.
Highly analytical with strong attention to detail.
Strong communicator who can explain compensation plans clearly to salespeople and executives alike.
Collaborative and cross-functional. Will work closely with Sales, CS, Finance, and People teams.
Bias toward action. Solves problems, proposes improvements, and doesn’t wait to be told what to do.

Nice To Haves

Background in Finance, Sales Operations, or HR Compensation is a plus.
Experience with SQL is a plus.

Responsibilities

Manage, run, and maintain all variable compensation programs across the company, including sales commissions, CS incentives, and leadership bonuses.
Ensure accurate and timely calculation and payment of commissions and bonuses each pay period.
Own and administer the commission management platform end-to-end: configure plans, build payout workflows, and ensure reps have real-time dashboards into their earnings.
Manage the vendor relationship with the commission management software provider, evaluate new tools as needed, and drive platform improvements over time.
Resolve compensation inquiries and disputes with clarity and speed, leveraging platform audit trails and rep-facing dashboards to reduce back-and-forth.
Partner with GTM leadership to design and iterate on compensation plans that align with business strategy and drive desired behaviors.
Model scenarios and analyze the impact of proposed plan changes before implementation.
Stay current on compensation trends and best practices to ensure plans remain competitive and effective.
Own the annual compensation planning cycle for variable pay programs.
Establish and maintain a recurring reporting cadence that gives leadership clear, consistent visibility into the relationship between variable compensation, rep performance, and retention.
Deliver at least two data-driven recommendations per quarter that improve plan effectiveness or identify cost inefficiencies.
Build and own dashboards and analytical frameworks that make compensation data accessible and actionable for GTM leaders and Finance.
Proactively surface trends, anomalies, and opportunities.
Support equity compensation administration and analysis.
Contribute to overall compensation philosophy and total rewards strategy as the company scales.