Lead, Sales Compensation Design

Worldpay•Cincinnati, OH

1d•Hybrid

About The Position

This role reports directly to the Head of Global Sales Incentives within the Total Rewards function, ensuring alignment with company-wide compensation strategies and sales performance goals. This role will be a hybrid role located in our Cincinnati, OH or Atlanta, GA offices.

Requirements

8+ years of progressive experience in sales compensation, incentives, or related fields.
Demonstrated experience designing and governing sales compensation plans in large, complex organizations.
Strong business acumen with the ability to balance sales motivation, financial discipline, and company strategy.
Proven ability to influence senior leaders and navigate matrixed environments.
Advanced analytical skills with experience translating data into executive-ready insights.
Excellent communication skills with the ability to explain complex concepts clearly.

Nice To Haves

Supporting technology, payments, fintech, or financial services sales organizations.
Familiarity with sales compensation systems and large-scale incentive plan administration.
Experience working with multiple sales roles, channels, or geographies.
Strategic thinker with strong attention to detail
Comfortable operating as a senior individual contributor
Confident, credible advisor to executive stakeholders
Proactive, solutions-oriented, and intellectually curious

Responsibilities

Lead the end-to-end design of sales compensation plans, including determination of pay mix and targets, performance measures, plan mechanics and policies and procedures
Ensure plans drive growth, profitability, and strategic priorities while remaining competitive in the market.
Translate business strategy into scalable and practical compensation solutions for a diverse sales organization.
Own governance processes for sales compensation, including plan documentation, approvals, compliance, and change control.
Partner closely with Finance and Legal to ensure alignment with financial targets, controls, and regulatory requirements.
Establish clear guidelines to ensure consistency, fairness, and transparency across programs.
Act as a trusted advisor to senior Sales leaders on compensation-related decisions.
Collaborate with HR, Finance, Operations, and Sales Enablement to ensure seamless execution of compensation programs.
Influence outcomes through data, insights, and strong executive presence without direct people management.
Analyze plan performance, payout outcomes, and ROI to assess effectiveness and inform future design.
Develop insights and recommendations using data to support leadership decision-making.
Identify risks, unintended consequences, and opportunities for continuous improvement.
Oversee annual and mid-year compensation planning cycles for assigned business segments.
Support communication of compensation plans and changes in partnership with HR and Sales leadership.
Ensure smooth implementation of plan changes and resolution of complex compensation inquiries.