Director, Sales Compensation

Samsara • San Francisco, CA

6d • Remote

About The Position

About the role: As the Director of Sales Compensation, you will play a crucial role in designing, implementing, and managing the Go-to-Market organization's compensation programs. Your strategic leadership will ensure that the company's compensation plans effectively align with Samsara’s strategy, business goals, drive performance, and attract, motivate, and retain top talent. This is a remote position open to candidates residing in the US. In this role, you will: Build the Sales Compensation Strategy function as a key strategic business capability for the Sales and Go-to-Market teams Collaborate with senior leadership, Sales, People, and Finance teams to design, enhance, and implement compensation plans for a variety of Go-to-Market roles (Sales, ADR, Partner, Customer Success, Renewals, etc.) Be a thought leader to the Go-to-Market organization; conduct in-depth market research to benchmark the organization's compensation plans against industry competitors and emerging trends Oversee the rollout and communication of variable compensation plans to employees, ensuring clear understanding of plan mechanics, performance metrics, and potential earnings Monitor and track the performance, evaluate attainment expectations, and develop budget and long-range forecast projections for all variable compensation programs Analyze data related to sales, performance metrics, and other relevant indicators to evaluate the impact of variable compensation plans on business results Champion, role model, and embed Samsara’s cultural principles (Focus on Customer Success, Build for the Long Term, Adopt a Growth Mindset, Be Inclusive, Win as a Team) as we scale globally and across new offices Hire, develop and lead an inclusive, engaged, and high performing team

Requirements

• 10+ years of Sales Compensation management experience, ideally in a high-growth SaaS environment or strategic consulting background
• Ability to ramp up quickly on business priorities and derive insights from data to inform recommendations
• Strong executive communication skills and ability to drive decisions on sensitive topics across VP / C suite stakeholders
• Willingness to "roll up your sleeves" to diagnose problems and implement scalable solutions
• Proven track record of building trust and communicating effectively with a wide variety of stakeholders: executives, functional leadership, frontline managers
• Diplomacy, tact, and poise under pressure when working through issues
• Proven track record launching transformational, cross-functional projects that measurably increase team productivity and/or customer outcomes

Nice To Haves

• MBA a plus

Responsibilities

• Build the Sales Compensation Strategy function as a key strategic business capability for the Sales and Go-to-Market teams
• Collaborate with senior leadership, Sales, People, and Finance teams to design, enhance, and implement compensation plans for a variety of Go-to-Market roles (Sales, ADR, Partner, Customer Success, Renewals, etc.)
• Be a thought leader to the Go-to-Market organization; conduct in-depth market research to benchmark the organization's compensation plans against industry competitors and emerging trends
• Oversee the rollout and communication of variable compensation plans to employees, ensuring clear understanding of plan mechanics, performance metrics, and potential earnings
• Monitor and track the performance, evaluate attainment expectations, and develop budget and long-range forecast projections for all variable compensation programs
• Analyze data related to sales, performance metrics, and other relevant indicators to evaluate the impact of variable compensation plans on business results
• Champion, role model, and embed Samsara’s cultural principles (Focus on Customer Success, Build for the Long Term, Adopt a Growth Mindset, Be Inclusive, Win as a Team) as we scale globally and across new offices
• Hire, develop and lead an inclusive, engaged, and high performing team

What This Job Offers

• Job Type: Full-time
• Career Level: Director
• Education Level: No Education Listed
• Number of Employees: 1,001-5,000 employees