Finance Manager, Incentive Compensation

HealthPlanOne•Shelton, CT

About The Position

HealthPlanOne's mission is to help people find the right health insurance at the right price, so they live healthier lives. We are committed to making the shopping process simpler. Our mission has never been more important than it is today. The Finance Manager, Incentive Compensation leads the optimization of sales compensation process as well as the overall ownership and review of all commission and bonus calculations. This role is responsible for ensuring accuracy and timeliness of commission and bonus payouts to sales teams, managing compensation policy interpretation and exception handling. The position focuses on compensation performance analysis, accuracy and timeliness of commission and bonus payments, stakeholder alignment, and solving complex compensation scenarios.

Requirements

Bachelor’s degree in business, finance, or a related field (advanced degree a plus)
8+ years of experience in Financial Accounting
5+ years of experience in Financial analysis
Strong analytical and modeling skills with proficiency in spreadsheets and reporting tools.
Ability to interpret complex business scenarios and apply compensation policies consistently.
Experience partnering cross-functionally with Sales, Finance, HR, and executive leadership.
Strong written and verbal communication skills.
High attention to detail and strong organizational skills.

Nice To Haves

Master’s Degree in business, finance or a related field
Experience in SaaS, technology, or high-growth environments.
Familiarity with compensation management platforms such as Workday, Xactly, Varicent, or similar tools.

Responsibilities

Ensure monthly and quarterly accruals are properly booked according to compensation plans.
Analyze compensation accruals against actuals, evaluating the financial impact of monthly variable pay components.
Perform quantitative analysis on historical performance and payout data to identify trends, optimize compensation operations, and model future payout liabilities.
Conduct rigorous monthly audits and reconciliation of commission and bonus payrolls, ensuring high accuracy, zero compliance gaps, and robust internal financial controls.
Ensure accuracy and timeliness of commission and bonus payouts to sales teams prior to payment.
Develop effective communication to sales leaders and agents on plan design and roll out.
Partner with FP&A, HR, Operations and Reporting to translate business priorities into effective compensation structures.
Document compensation plans, policies, and governance processes to ensure clarity and consistency.
Ensure plan mechanics are supportable with available systems, data, and processes.
Provide recommendations to leadership based on data-driven insights.
Develop a thorough understanding of compensation plan mechanics and payouts, with the ability to address queries from sales managers and sales agents concerning sales incentive plan.
Create a reporting output that simplifies the accounting for compensation, bridging all components (commissions, chargebacks, escrows, etc).
Top down analytic report that simplifies the bottoms up detail (internal reporting, board reporting).
Review GL to bridge discovery discussions to financial reporting.
Ensure all updates to compensation plans are accurately reflected in Workday compensation module for monthly and quarterly calculations.
Ensure compensation dashboard in Workday is user-friendly and accurately reflects commissions earned by the sales agent.
Serve as the primary Finance point of contact in the resolution of complex compensation disputes, exceptions, and ambiguous scenarios in partnership with leadership in Sales, Legal, FP&A, and HR.
Collaborate closely with Incentive Compensation, Sales Operations, Finance, HR, Legal, and Business Systems teams.
Partner with RevOps, GTM functions, Finance Incentive Compensation, and Payroll teams to ensure compensation plans can be operationalized effectively.
Participate in strategic initiatives involving design, planning, GTM restructuring, and organizational scaling.