Incentive Compensation Manager

GitLab

16h•$139,200 - $235,200•Remote

About The Position

As an Incentive Compensation Manager, you will be responsible for the strategic design, implementation, and operational management & enablement of all incentive compensation programs across the Chief Revenue Officer (CRO) organization. This includes Sales, Customer Success, Professional Services, Channel/Partnerships roles. You will serve as the subject matter expert on sales compensation philosophy and policy, partnering with executive leadership to design plans that drive strategic behaviors, optimize sales productivity, and support GitLab's revenue growth objectives while maintaining cost efficiency and market competitiveness. This role requires a unique combination of strategic thinking, analytical rigor, operational excellence, and change management expertise. You will report to the Director of Incentive Compensation and be responsible for all aspects of the compensation lifecycle— from annual plan design through monthly commission processing—ensuring accuracy, compliance, and alignment with business goals.

Requirements

5 years of progressive compensation experience with at least 3-5 years focused specifically on sales compensation design and incentive strategy & operations
Deep expertise in B2B SaaS & Consumption sales compensation including experience with multiple sales roles (AEs, SEs, CSMs, Channel, etc.) and complex go-to-market motions
Background in high-growth SaaS companies ($500M+ ARR preferred) with experience scaling compensation operations
Direct experience designing and administering compensation plans in a hybrid SaaS and consumption business model — including handling variable payout timing, usage-based quotas, and ramp structures unique to consumption GTM
Understanding of consumption growth dynamics (land-and-expand, usage ramps) and how they differ from traditional SaaS renewal/expansion motions and how to incentivize both
Hands-on experience using AI or machine learning tools in a sales compensation or revenue operations context
Proven track record designing and implementing compensation plans that drove measurable improvements in sales productivity, behavior change, and business outcomes
Experience implementing global compensation programs across multiple geographies with varying regulations and market practices
Expert-level proficiency with compensation management systems (Xactly, CaptivateIQ, Varicent, or similar platforms), and CRM applications (i.e. Salesforce)
Proficiency in data/BI tools (i.e. SQL, Tableau, or Looker for compensation reporting and ad hoc analysis)
Advanced Excel/Google Sheets modeling skills including complex formulas, scenario analysis, and financial modeling
Exceptional quantitative and analytical capabilities with attention to detail and accuracy
Understanding of quota-setting methodologies and the relationship between territory assignment, quota, and compensation
Familiarity with ASC 606 revenue recognition and implications for commission earning and payment timing

Responsibilities

Lead annual compensation plan development in partnership with CRO, Sales Leadership, Customer Success, and Finance; translate business objectives into effective incentive structures
Design role-specific compensation frameworks including base/variable splits, quota-to-OTE ratios, accelerators, decelerators, thresholds, and performance tiers aligned to role expectations and market standards
Design compensation mechanics that bridge traditional SaaS (ARR/subscription) and consumption-based (usage/metered) revenue motions, including hybrid quota structures, draw mechanics, and milestone-based incentives where revenue recognition is non-linear
Leverage AI-powered tools and automation to develop self-service rep inquiry agents, streamline commission calculations, and enhance plan modeling capabilities
Develop compensation governance frameworks including plan approval workflows, exception handling, change management protocols, and ongoing plan maintenance processes
Model compensation scenarios to optimize the balance between motivational impact, cost efficiency, competitive positioning, and predictability; conduct sensitivity analysis on various business outcomes
Partner with People/Total Rewards to ensure CRO compensation programs align with GitLab's overall compensation philosophy, internal equity principles, and total rewards strategy
Design incentive mechanisms that drive strategic behaviors including new logo acquisition, expansion, consumption revenue growth, multi-year deals, product mix, and customer retention
Create SPIFs, contests, and accelerator programs to address short-term business priorities and accelerate specific outcomes (pipeline generation, deal velocity, strategic initiatives)
Develop compensation analytics frameworks to track plan effectiveness, cost efficiency, and business impact
Track key compensation metrics including average earnings, payout ratios, cost-per-dollar-sold, plan leverage, and quota attainment distribution
Model the impact of compensation changes on representative behavior, company costs, revenue outcomes, and team morale
Conduct ongoing plan performance reviews comparing actual results against design intent; recommend mid-year adjustments when warranted
Leverage AI to provide visibility into compensation spend, attainment trends, and plan performance against objectives
Perform ROI analysis on compensation investments including SPIFs, accelerators, and special programs
Partner with Sales Analytics to integrate compensation data with broader revenue performance analytics
Serve as trusted advisor to Stakeholders & Sales Leadership on all compensation-related matters including plan design, policy decisions, and individual situations
Present compensation recommendations to Sales leadership, Finance leadership, and Incentive Compensation Committee
Lead annual compensation communication campaigns including plan rollouts, training sessions, manager enablement, and field team Q&A
Manage compensation inquiries from field teams, providing clear explanations of plan mechanics, policies, and individual situations
Partner with Sales Enablement to incorporate compensation understanding into onboarding programs and ongoing training
Collaborate with Finance/FP&A on compensation expense planning, budget management, and actual-vs-plan reporting
Work with Legal and Compliance teams to ensure plan structures meet regulatory requirements across global markets
Engage with Total Rewards/People teams on holistic compensation philosophy, market data, and employee experience