Global Senior Sales Incentive Compensation Design Analyst

Agilent Technologies•Wilmington, IN

3d•$114,080 - $178,250•Remote

About The Position

The Global Senior Sales Incentive Compensation Design Analyst is a global subject matter expert responsible for advanced sales incentive design analysis, plan modeling, business case translation, market benchmarking interpretation, and governance support for commercial sales incentive compensation programs. This role also provides expertise related to changes in incentive compensation processes and programs. This position requires hands-on incentive design expertise and the ability to translate commercial strategy, channel model changes, field role evolution, transformation priorities, M&A integration needs, and desired sales behaviors into compliant, practical, and scalable incentive design recommendations. The ideal candidate brings broad industry experience across multiple business models and growth environments, including organizations that have undergone sales transformation, go-to-market redesign, channel evolution, compensation modernization, or technology-enabled incentive process changes. Success in this role requires strong analytical judgment, financial and commercial acumen, and the ability to manage sensitive HR and compensation data with the highest level of discretion. The candidate must also possess the executive presence and communication skills necessary to simplify complex incentive plan mechanics and translate them into actionable recommendations for business leaders. In addition, the role requires expertise in compensation analysis, including evaluating performance trends, payout distributions, and the relationship between incentive outcomes and quota attainment. Candidates who reside near our Little Falls, Delaware office are strongly preferred.

Requirements

Bachelor’s degree in human resources, Finance, Business, Economics, Data Analytics, Mathematics, Statistics, Industrial / Organizational Psychology, or a related field required; Masters degree preferred.
8+ years of progressively responsible experience in incentive compensation, sales compensation, commercial compensation analytics, total rewards, sales operations, finance, revenue operations, or a closely related analytical function.
Demonstrated hands-on experience designing, modeling, analyzing, or governing sales incentive compensation plans in complex, global, matrixed, or multi-region commercial environments.
Diverse industry experience across multiple commercial models or business contexts, including environments with growth strategy transformation, sales transformation, channel redesign, go-to-market model changes, M&A integration, or incentive plan modernization.
Strong expertise with business translation into effective compensation design options.
Advanced knowledge of incentive compensation design principles, including pay mix, quota/target relationship, eligibility, measures, payout curves, thresholds, accelerators, caps, modifiers, claw back/true-up concepts, payout timing, and plan governance.
Strong data modeling and compensation analysis expertise, including cost modeling, payout simulation, trend analysis, scenario planning, sensitivity analysis, variance analysis, plan effectiveness analysis, and executive-level storytelling with data.
Advanced Excel capability, including structured models, lookup and dynamic array logic, Power Query or equivalent data prep, pivot analysis, formulas, data validation, reconciliation, controls, and model documentation.
Experience with BI and reporting tools such as Power BI, Tableau, or equivalent; ability to create dashboards, analyze population-level results, summarize complex trends, and translate findings into business recommendations.

Nice To Haves

Experience designing and managing variable pay programs across sales, commercial, services, operations, technical, and corporate functions, with strong knowledge of pay-for-performance principles and incentive plan governance.
Experience consulting with senior leaders on incentive design tradeoffs, performance measures, behavior drivers, payout mechanics, financial modeling, and organizational impacts.
Experience with global incentive and sales incentive plans in life sciences, diagnostics, applied markets, technology, software, services, medical devices, manufacturing, industry, or other complex B2B commercial organizations.
Working knowledge of compensation and sales compensation benchmarking resources such as Radford, Mercer, Comptryx, WTW, Aon, or similar survey providers.
Experience supporting Workers Council, audit, internal control, legal, regulatory, or pay transparency requests related to compensation programs.
Knowledge of process improvement, automation, AI-enabled analytics, and modern tools that enhance the efficiency and effectiveness of compensation processes.
Familiarity with Workday, Varicent ICM, Pay Factors, or equivalent plan setup concepts, including calculated fields, testing, UAT, logic mapping, and defect triage.
Advanced Business translation: Convert growth strategy, channel changes, role changes, and M&A requirements into incentive design options.
Certification or advanced development in compensation, analytics, finance, project management, HR, sales operations, or data visualization is a plus

Responsibilities

Design, model, and recommend global sales incentive compensation structures that align with enterprise strategy, sales coverage models, role design, pay mix, performance measures, thresholds, accelerators, modifiers, caps, and payout mechanics.
Translate business growth strategies, channel and business model transformations, strategic priorities, and regional commercial needs into incentive designs that drive intended sales behaviors and are feasible to administer globally.
Build advanced scenario models, simulations, cost forecasts, payout sensitivity analyses, and risk assessments to evaluate design options, incentive spend, budget implications, behavioral impacts, equity considerations, policy alignment, and operational feasibility.
Lead mid-period and end-of-period incentive plan reviews, including analyses of performance trends, payout distributions, quota attainment relationships, target incentive payout outcomes, and executive summaries with recommended focus areas and future design options.
Partner with Commercial Business Leaders, Sales Strategy, HR Business Partners, Finance, IT, Sales Performance Reporting, Quota Credit, and Global Incentive Pay Operations to translate business requirements into compensation design options, implementation plans, and governance decisions.
Support governance of the Global Incentive Pay Program and related policy processes, including exceptions management, design standards, approval documentation, audit support, Workers Council requests (as applicable), and traceability of design decisions.
Evaluate plan effectiveness using data-driven measures such as attainment distributions, payout curves, performance-to-pay alignment, cost of plan, participant experience, role and channel complexity, and achievement of commercial strategic objectives.
Conduct market and competitive benchmark analyses for roles across multiple countries, including salaries, pay mix, target bonus opportunities, plan elements, and design practices. Interpret survey findings and translate them into practical recommendations for global leadership review.
Support business transformation and M&A initiatives by assessing incentive eligibility, role and job family mapping, target pay setup, transition risks, modeling requirements, employee impact, and implementation readiness.
Partner on Incentive Compensation Management (ICM) and related system capability improvements by translating business requirements into design logic, calculated fields, testing scenarios, reporting outputs, UAT requirements, and process controls.
Create executive-ready presentations and decision documents that clearly explain business context, design alternatives, assumptions, risks, financial impacts, implementation dependencies, and recommended actions.
Develop reusable templates, data validation checks, process documentation, and analytics routines that reduce manual effort, improve repeatability, strengthen controls, and increase stakeholder transparency.
Maintain strict confidentiality and compliance with data privacy, role-based access controls, domain security, pay transparency requirements, regulatory standards, and internal policies when handling sensitive HR, compensation, and employee data.