Lead Compensation Partner – Sales & Software

Analog Devices•Wilmington, MA

About The Position

We’re seeking a Lead Compensation Partner to serve as the strategic advisor for our Sales and Software/AI business groups. This role combines consultative leadership with analytical expertise to design, evaluate, and operationalize base pay, bonus, and incentive programs that align with revenue growth, product strategy, and talent market realities. You will partner closely with Sales Operations, Finance, HRBPs, and business leaders to ensure our pay programs drive performance, equity, and competitiveness.

Requirements

6–9+ years in compensation with direct experience supporting Sales (incentive comp design) and Software/AI/Tech roles.
Advanced Excel and BI tools (Power BI) for modeling and visualization.
Strong proficiency with market data sources (Radford, Comptryx, WTW, Mercer).
Demonstrated experience leading compensation cycles and presenting to senior leaders.
Solid understanding of pay transparency regulations and global compensation considerations.

Nice To Haves

Familiarity with HRIS/Comp tools (Workday) and commission systems.
Knowledge of equity compensation practices for Software/AI and Sales.
CCP or similar certifications; degree in Finance, Economics, HR, Data Science, or related field.

Responsibilities

Act as the primary compensation advisor for Sales and Software leadership and HRBPs; translate business objectives into effective pay strategies.
Develop and communicate compensation philosophies and frameworks tailored to sales and software roles.
Influence senior leaders with clear, data-driven insights; present scenarios, trade-offs, and risk assessments.
Lead annual compensation cycles (merit, bonus, equity) for assigned groups, including budgeting, recommendations, calibration, governance, and executive-ready narratives.
Design and refresh Sales Incentive Plans (SIPs): accelerators/decelerators, pay mix, caps/floors, SPIFFs, and policies.
Evaluate and optimize bonus and equity frameworks for Sales and Software/AI roles.
Conduct market pricing and benchmarking for Sales and Software/AI roles; ensure pay structures are competitive and internally equitable.
Build career architecture alignment (job families, levels, pay ranges) for Sales and Software/AI.
Develop dashboards and report on key metrics: pay equity, attainment, cost of comp, quota productivity, attrition vs. comp, offer acceptance rates.
Perform pay equity reviews and remediate findings; document methodology and outcomes.
Mentor junior analysts; codify best practices and templates.
Ensure compliance with pay transparency regulations and global compensation standards.