GTM Compensation Manager

Sigma Computing•San Francisco, CA

12d•$165,000 - $200,000•Onsite

About The Position

The GTM Compensation Manager owns the end-to-end administration and scaling of Sigma’s sales compensation process. The role ensures payouts are accurate, timely, and audit-ready, while building automation, controls, and reporting that align compensation with business results as Sigma grows. It requires a self-starter who can take ownership, structure ambiguous problems, and work across Finance, Revenue Operations, People, and GTM leadership. The manager administers commission and incentive plans, validates payouts, investigates compensation issues, supports finance close and commission expense reporting, and implements plan mechanics for both committed bookings and consumption. The role also manages compensation systems and data quality, builds reporting and dashboards, identifies practical uses for AI and automation, and establishes repeatable controls and documentation. The position partners with Finance, Revenue Operations, People, Payroll, Legal, and Data, and serves as the first point of contact for compensation escalations. Sigma describes its work environment as in-office at its San Francisco, New York City, London, and Sydney offices. All roles have a 25% travel expectation unless explicitly stated otherwise. This position is eligible for stock options and a comprehensive benefits package.

Requirements

At least 5 years of hands-on sales compensation administration experience.
Experience with consumption-based or hybrid (commit plus usage) compensation models and an understanding of how plan mechanics influence seller behavior.
Working knowledge of quotas, target incentive (OTI), accelerators, overlays, SPIFs, and crediting rules.
Advanced proficiency with Salesforce, Sigma, and spreadsheet tools for modeling and analysis.
Strong data validation skills and a track record of identifying anomalies and translating findings into clear recommendations.
Ability to influence cross-functional partners without direct authority.
Ability to explain complex logic to technical and non-technical audiences.
Comfort using AI tools regularly and practical judgment about where automation helps and where human judgment is needed.
Exceptional attention to detail, a strong systems mindset, and the ability to run reliable processes with minimal oversight.

Nice To Haves

Experience at fast-scaling SaaS companies.
Hands-on experience configuring a modern compensation tool such as CaptivateIQ, QuotaPath, or similar.
Exposure to ASC 340-40 or audit controls.

Responsibilities

Own end-to-end sales compensation administration, including setting up plan participants, distributing plans, calculating and validating commissions, confirming payouts are ready, and submitting them to payroll.
Ensure compensation payouts are accurate and timely; identify anomalies before payroll and hold questionable payments to prevent overpayment.
Track and implement exception decisions with documentation that makes each change traceable.
Investigate and resolve crediting errors, quota misalignments, payout disputes, and escalations; explain root causes and recommend fixes to leadership.
Support commission accruals, expense reporting under ASC 340-40, and roll-up reporting during Finance’s month-end close.
Administer and validate compensation based on committed bookings and consumption, including commit, ramp, and true-up logic.
Implement quota rules, crediting structures, accelerators, SPIFs, and payout policies as plans change.
Write clear compensation plan documents, policies, and FAQs for sellers and managers.
Manage the compensation platform with the broader team and maintain clean data flows between Salesforce, the HRIS, and the compensation system.
Validate data against systems of record before each payout cycle.
Build Sigma reporting and dashboards that provide sellers, managers, and Finance with visibility into attainment and payouts.
Identify and implement practical AI and automation opportunities, such as anomaly detection, exception sorting, and data reconciliation, to reduce manual work.
Build controls, repeatable workflows, and documentation to keep the compensation function audit-ready as Sigma scales.
Partner with Finance, Revenue Operations, People, Payroll, Legal, and Data, framing decisions around seller experience, risk, and compliance.
Serve as the first point of contact for compensation escalations.