Sales Compensation Analyst (Strategic Incentive Programs & Payee Lifecycle)

S&P Global•London, CT

7d•$70,817 - $125,091

About The Position

The Sales Compensation Analyst will serve as the operational owner of global SPIFF programs and end-to-end payee lifecycle management at S&P Global Market Intelligence. Working across Commercial Strategy, People Operations, and Sales Finance, the role ensures compensation events are accurately calculated, governed, documented, and resolved, supporting more than 1,500 plan participants as well as executive stakeholders. The position manages incentive program execution, payee changes throughout employment, departure settlements, technical compensation investigations, and audit and governance requests. It uses data analysis and automation to monitor attainment, reconcile HR and compensation-system records, assess program outcomes, and maintain audit-ready documentation. The anticipated US base salary range is $70,817 to $125,091, with final salary dependent on location and the candidate’s experience, skills, training, licenses, and certifications. The role is also eligible for an annual incentive plan and S&P Global benefits. The role is limited to individuals with indefinite right to work in the United States. S&P Global encourages people returning to work after time away for caring responsibilities to apply through its Restart initiative.

Requirements

At least 5 years of experience in sales compensation administration, incentive program management, or sales operations within a multinational organization.
Proven experience designing, tracking, and executing tactical commercial incentive programs, SPIFFs, and accelerator campaigns with budget controls and audit documentation.
Experience managing payee lifecycle mechanics, including quota proration, draw and guarantee accounting, effective-dated crediting, leave-of-absence adjustments, and final offboarding commission calculations.
Advanced SQL proficiency for querying multi-table databases, HRIS tables, and transaction ledgers.
Hands-on experience with at least one automation or reconciliation tool: Python/Pandas, Alteryx, or Excel/VBA.
Practical administration experience with at least one enterprise incentive platform: Varicent, Xactly, Anaplan, or SAP Commissions.
Practical experience with at least one HRIS platform, including Workday.
Indefinite right to work in the United States.

Nice To Haves

Experience building automated SPIFF tracking engines or reconciliation routines that integrate HRIS data with enterprise compensation systems in real time.
Experience conducting post-campaign ROI analytics and spend assessments using Power BI, including presenting commercial velocity and incentive-effectiveness insights to sales leadership.
Experience conducting technical, evidence-based financial investigations into high-value sales disputes, contested crediting splits, and payout grievances, including modeling the financial impact of cancellations, de-bookings, and retroactive adjustments.
Experience compiling audit-ready exception packages and SOX documentation, including calculation extracts, system logs, approval records, and payee lifecycle audit trails.
Experience partnering with Legal and People Partners on sensitive executive compensation escalations and unique dispute-resolution scenarios.
Experience explaining complex commission calculations, SPIFF qualification criteria, and lifecycle adjustments clearly to sales representatives and commercial leadership.
Experience supporting compensation continuity during organizational changes, including corporate transactions, spinoffs, or workforce reductions.

Responsibilities

Own global SPIFF operations, translating campaign briefs into qualification criteria, crediting logic, and system rate tables.
Build automated SPIFF tracking engines using SQL, Python, or Alteryx to monitor attainment and prevent duplicate claims, eligibility mismatches, and off-policy spending.
Execute SPIFF calculations, deliver post-campaign ROI analytics and spend assessments in Power BI, and archive eligibility criteria, budget approvals, and supporting documentation.
Manage active payee lifecycle workflows, including system setup, prorated quota assignments, draw and guarantee schedules, and ramping accelerators for new hires.
Model and execute effective-dated target adjustments and split-crediting rules for promotions and role changes.
Calculate quota relief, crediting freezes, and temporary account coverage allocations for leaves of absence in accordance with regional labor policies and commercial guidelines.
Calculate final commission settlements, accelerated vesting, trailing pipeline revenue, and exit reconciliation packages for terminations.
Manage post-departure clawback reconciliations and build automated routines connecting HRIS platforms such as Workday with enterprise compensation engines to detect personnel changes, effective-date discrepancies, and reporting-line anomalies before payroll processing.
Lead evidence-based investigations into sales disputes, contested crediting splits, and payout grievances; model the net financial impact of cancellations, de-bookings, retroactive invoicing revisions, and clawback schedules.
Prepare objective, data-backed recalculation findings with clear mathematical explanations for sales representatives and sales leadership.
Partner with Legal and People Partners on sensitive executive escalations requiring scenario modeling.
Partner with Governance and Compliance to operationalize compensation policies.
Compile audit-ready exception packages for manual overrides, custom draws, departure payouts, and non-standard SPIFF rewards.
Provide calculation extracts, system logs, approval documentation, and payee lifecycle audit trails for internal and external SOX testing.
Support compensation continuity during organizational changes such as corporate transactions, spinoffs, or workforce reductions by mapping affected payee structures and ensuring lifecycle adjustments.