Director, Compensation Business Partner — Sales

ServiceNow•San Diego, CA

8d•Hybrid

About The Position

We’re looking for a Director, Compensation Partner to serve as the dedicated advisor to our global Sales organization. This is a high-visibility role at the intersection of data and strategy — you’ll translate market intelligence and plan analytics into clear, actionable recommendations that shape how we attract and retain top sales talent and influence business decisions at scale. If you’re equally comfortable building a regression model and presenting findings to an executive, this role is for you. You will partner directly with Sales HRBPs, Talent Acquisition, Finance, and Sales leadership, and are expected to bring a point of view rather than simply administer process.

Requirements

10+ years of progressive compensation experience, with meaningful exposure to Sales incentive design and administration in a complex, matrixed environment.
Strong proficiency in Excel (pivot tables, lookups, statistical analysis, modeling).
Proven ability to serve as a strategic business partner and advisor to senior executive leaders — comfortable presenting to VP- and C-suite audiences.
Proven ability to translate data insights into recommendations that influence leadership decisions.
Strong consultative instincts — you ask the right questions, challenge assumptions respectfully, and build trust through expertise.
Resourceful and self-directed — able to navigate ambiguity and move work forward without waiting for perfect information.
Strong organizational and time management skills; proven ability to manage multiple priorities simultaneously.
Strong communication and stakeholder management skills, including the ability to simplify complex compensation concepts.
Bachelor’s degree in Business, Finance, HR, Economics, or related field (or equivalent work experience).

Nice To Haves

Experience with Workday, compensation management systems, or BI tools.
Background in M&A integration from a compensation perspective.

Responsibilities

Analyze performance and compensation data to assess plan effectiveness, identify trends, and recommend improvements.
Lead annual and mid-year compensation planning cycles, including modeling, communications, and rollout.
Ensure compliance and governance across compensation programs, including policy adherence and audit readiness.
Stay current on industry benchmarks and market trends to ensure competitiveness and relevance of compensation structures.
Support M&A activities from a sales compensation perspective, including due diligence on acquired plans, retention incentives for key sales talent, and integration of acquired teams into existing frameworks.
Conduct compensation benchmarking and gap analysis for acquired entities, developing transition plans that balance retention risk with cost considerations and internal equity.
Drive analysis on ad hoc research and various pay projects; bring a point of view, not just a spreadsheet.
Develop and advise on programs and training to educate HR, leaders, and managers on compensation programs, reinforcing the organization’s compensation philosophy and culture.
Proactively identify plan effectiveness gaps and bring forward data-backed recommendations before problems escalate.