Sales Incentive Compensation Manager
About The Position
We are seeking a Sales Incentive Compensation Manager to join the Revenue Operations organization and lead the design and optimization of sales compensation programs. This role is responsible for developing compensation plans that align seller behavior with company objectives, evaluating plan effectiveness through data and analytics, and managing compensation policy interpretation and exception handling. This is not a payroll or commission-calculation role. Instead, the position focuses on compensation strategy, performance analysis, stakeholder alignment, and adjudication of complex compensation scenarios. The ideal candidate combines analytical rigor, business acumen, and cross-functional collaboration skills to ensure compensation programs are equitable, scalable, motivating, and aligned with revenue goals.
Requirements
- 5+ years of experience in Sales Incentive Compensation
- Experience designing and administering incentive compensation plans for complex B2B SaaS organizations
- Strong analytical and modeling skills with proficiency in spreadsheets and reporting tools.
- Ability to interpret complex business scenarios and apply compensation policies consistently.
- Experience partnering cross-functionally with Sales, Finance, HR, and executive leadership.
- Strong written and verbal communication skills.
- High attention to detail and strong organizational skills.
- Experience in SaaS, technology, or high-growth environments.
- Familiarity with compensation management platforms such as Performio, Xactly, CaptivateIQ, Varicent, or similar tools.
- Experience with BI and analytics tools.
- Understanding of quota planning, territory management, and broader GTM operations processes.
Responsibilities
- Design and maintain sales incentive compensation plans across sales, customer success, channel, and other go-to-market functions.
- Partner with Revenue Operations, FP&A, HR, Finance Incentive Compensation and GTM Leadership to translate business priorities into effective compensation structures.
- Define measures, accelerators, thresholds, and payout mechanics aligned to company objectives.
- Document compensation plans, policies, and governance processes to ensure clarity and consistency.
- Ensure plan mechanics are supportable with available systems, data, and processes.
- Analyze and recommend quotas.
- Assign quotas to new hires while tracking total effective capacity.
- Support annual compensation planning cycles and in-year plan adjustments.
- Analyze plan performance and seller behavior to determine whether compensation programs are driving intended outcomes.
- Develop reporting and dashboards to measure plan effectiveness, attainment distributions, cost of sales, and incentive ROI.
- Identify compensation trends, risks, unintended consequences, and opportunities for optimization.
- Conduct modeling and scenario analysis to support compensation strategy decisions.
- Provide recommendations to leadership based on data-driven insights.
- Serve as the primary Revenue Operations point of contact in the resolution of complex compensation disputes, exceptions, and ambiguous scenarios in partnership with leadership in RevOps, Sales, CS, Finance Incentive Compensation, FP&A, and HR.
- Collaborate closely with Incentive Compensation, Sales Operations, Finance, HR, Legal, and Business Systems teams.
- Partner with RevOps, GTM functions, Finance Incentive Compensation, and Payroll teams to ensure compensation plans can be operationalized effectively.
- Support communication and enablement efforts related to compensation plans and policy changes.
- Participate in strategic initiatives involving territory design, quota planning, GTM restructuring, and organizational scaling.
Benefits
- Medical, Dental, and Vision insurance
- Office-only catered lunch every Thursday, a healthy snack bar, and great coffee to keep you fueled
- Flexible spending accounts
- 401(k)
- Responsible PTO policy
- Mental health and wellness benefit includes up to 12 fully covered therapy/coaching sessions per year, with additional dependent coverage.
- Monthly gym reimbursement policy
- Restricted Stock Units (RSUs) as part of our total compensation, giving you a stake in the company's growth with a 3-year vesting schedule, pending Board approval.
- Free Coursera subscription
- PXA courses
- 26 weeks of fully paid leave for the primary caregiver
- 13 weeks fully paid leave for the secondary caregiver
- Technology stipend to help you set up your home office
- Monthly allowance to cover your internet expenses
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What This Job Offers
Job Type
Full-time
Career Level
Senior
Education Level
No Education Listed
