Manager, Sales Compensation & Incentives

Relevant Industrial LLC•Houston, TX

About The Position

The Manager, Sales Compensation & Incentives designs and administers compensation plans and cross-sell crediting rules that align seller behavior with margin and growth objectives. Reporting to the VP, Commercial Excellence, this role owns quota and territory setting, payout governance, and incentive modeling. The role ensures that compensation reinforces the company’s commercial objectives, with plans designed to be budget-neutral to current spend while strengthening incentives for margin and cross-pillar selling. The position partners with HR/Total Rewards, Finance and Payroll, sales and pillar leaders, Commercial Analytics & Reporting, and Commercial Systems on compensation governance, pay equity, funding, quota and territory setting, plan communication, attainment reporting, and sales-crediting inputs.

Requirements

6–10 years of experience in sales compensation, incentive design, or sales operations.
Demonstrated ownership of compensation-plan design and administration with measurable behavior or margin impact.
Strong financial modeling skills.
Experience with Incentive Compensation Management (ICM) tools.
Working knowledge of quota and territory methodology and crediting logic.
Ability to partner across HR, Finance, and Sales and communicate plans clearly to the field.
Bachelor’s degree in Business, Finance, HR, or a related field.

Nice To Haves

Experience in industrial or B2B environments is preferred.

Responsibilities

Design role-based compensation plan structures, mechanics, accelerators, and Sales Performance Incentive Funds (SPIF) aligned to strategy.
Own two-sided cross-sell crediting rules that reward originators and closers.
Define crediting mechanics for exception-triggered reassignments, such as opportunity redeployment after seller inaction, distinct from standard two-sided cross-sell crediting.
Establish quota methodology and territory definitions in partnership with Sales and Commercial Analytics & Reporting, balancing fairness, attainability, and growth ambition.
Ensure sales-crediting accuracy, resolve disputes, and administer payout calculations and audits.
Maintain plan documents, terms, and approval records.
Model plan costs and budget neutrality, and analyze pay-for-performance and plan effectiveness.
Recommend annual plan changes based on outcomes.
Partner with HR/Total Rewards and Finance on governance, funding, and pay equity, and ensure plans are compliant and well documented.
Partner with Finance and Payroll on payout funding, accrual, and budget-neutrality validation.
Partner with Line Sales and Pillar Leaders on quota and territory setting and plan communication.
Work with Commercial Analytics & Reporting on attainment reporting and sales-crediting inputs, and with Commercial Systems on source data for sales crediting and attainment tracking.