Director, Sales Incentive Strategy & ICM

Mastercard•Boston, MA

1d•Onsite

About The Position

The Director is responsible for aligning our Sales Incentives Strategy to operational excellence in deploying the SAP SuccessFactors Incentive Management in support of the Global Sales Incentives Program. The primary objectives of this role are to own, plan and drive the strategic direction, operational efficiency, and roadmap to deploy operations of the company's sales compensation, commissions, and variable pay programs. This includes overseeing end-to-end administration of SAP ICM, establishing an operating model for plan deployment, overseeing plan design enablement, configuration, testing, and go-live execution, and supporting territory & quota system integration. The role also involves owning configuration for repeatable plan constructs, managing data interfaces for acquisitions, and being accountable for ICM operations such as incident management, problem management, change/release management, and performance SLAs. Additionally, the Director will create robust controls for pay-impacting processes, maintain configuration integrity and documentation, ensure compliance with policies and regulations, and establish governance for compensation and quota cycles. A key aspect of this role is partnering with stakeholders to ensure reliable interfaces across various systems like Workday, payroll, Oracle, Hyperion Financials, Salesforce, and data warehouses.

Requirements

10–15+ years leading sales incentive management, territory and quota applications in a complex enterprise environment
Proven leadership operating Sales Performance Management capabilities, specifically ICM (incentive compensation) and territory/quota processes.
Ability to analyze data availability for sales incentives plan design and risks in plan design and/or calculation methodology (e.g. split-crediting, generalist / specialist crediting, cut-in and acceleration methodologies).
Strong understanding of compensation operations, governance, and controls for pay-impacting systems and calculations.
Experience leading cross-functional programs with P&C, Sales Excellence, Finance, and IT, including global stakeholder management.
Demonstrated capability in roadmap prioritization, and product/service operating models.
Solid grasp of integrations, data architecture concepts, identity/access controls, and reporting/analytics patterns.
Proven success drawing insights from data and reflecting them into solutions and strategies.
Able to synthesize multiple business factors to develop differentiating insights that in turn promote transformational approaches to grow the business and deliver superior solutions.

Responsibilities

Own, plan and drive the strategic direction, operational efficiency, and roadmap to deploy operations of the company's sales compensation, commissions, and variable pay programs.
Oversee end-to-end administration of SAP ICM, including system and sales plan configuration, data interface integration, and commission performance reporting capabilities.
Establish an operating model for plan deployment across intake, prioritization, backlog management, governance, and release cadence.
Oversee ICM plan design enablement, configuration, testing, and go-live execution in partnership with Compensation/Total Rewards, Sales Ops, and Finance.
Support Territory & Quota system and data integration, versioning, approvals, and downstream alignment with compensation plans and reporting.
Own configuration for repeatable plan constructs across the generalist / specialist sales compensation overlay design.
Own data interfaces with potential acquisitions to support transition of sales incentive programs.
Accountable for ICM operations: incident management, problem management, change/release management, and performance SLAs.
Create robust controls for pay-impacting processes (ICM): auditability, validation, reconciliation, approvals, and segregation of duties.
Maintain configuration integrity, documentation, and knowledge management across modules and integrations.
Ensure compliance with applicable policies and regulations (privacy, security, SOX where relevant), including access controls, role-based permissions, and audit readiness.
Establish governance for compensation and quota cycles (calendar, cutoffs, signoffs, exception handling, and post-cycle retrospectives).
Partner with appropriate stakeholders to ensure reliable interfaces across Workday, payroll, Oracle and Hyperion Financials, Salesforce, data lake/warehouse, and reporting tools.

Benefits

insurance (including medical, prescription drug, dental, vision, disability, life insurance)
flexible spending account and health savings account
16 weeks of new parent leave
up to 20 days of bereavement leave
80 hours of Paid Sick and Safe Time
25 days of vacation time
5 personal days
10 annual paid U.S. observed holidays
401k with a best-in-class company match
deferred compensation for eligible roles
fitness reimbursement or on-site fitness facilities
eligibility for tuition reimbursement