Senior Manager, Revenue Operations

Camunda

2d•$192,300 - $310,100•Remote

About The Position

Camunda is seeking a strategic and operationally excellent Senior Manager, Revenue Operations & Sales Commission to own the design, implementation, and governance of its enterprise sales compensation program. This senior-level individual contributor serves as the architect and steward of compensation strategy across the go-to-market organization and reports to the VP of Revenue Operations. The role partners with GTM Leadership, Finance, and People Operations to build compensation programs that attract talent, promote desired behaviors, and align with business objectives. It manages the full compensation lifecycle—from design and implementation through compliance, analytics, and continuous improvement—for Account Executives, Sales Engineers, Sales Leaders, Partner Managers, Customer Success Managers, Technical Account Managers, and other roles with variable compensation plans. The role focuses on compensation design and operations; Camunda's Finance team manages commission accounting and invoice processing in Xactly. The position is fully remote and global. Camunda describes itself as an enterprise platform for agentic orchestration and says it is transforming into an AI-first organization. This is an existing vacancy.

Requirements

At least 8 years of progressive experience in sales compensation, incentive design, or related revenue operations roles; software, SaaS, or enterprise sales experience is preferred.
Demonstrated expertise designing and managing compensation programs for multiple sales roles and structures.
Advanced proficiency with sales compensation platforms such as Xactly, Anaplan, SAP SuccessFactors, or equivalent.
Strong data analysis and Excel skills.
Deep understanding of CRM systems, preferably Salesforce, and comfort configuring objects, fields, and reporting for incentive programs.
Strong project management and cross-functional collaboration skills; ability to influence without authority and manage competing priorities.
Excellent communication and presentation skills, including the ability to explain complex compensation concepts to sales teams, executives, Finance, and HR.
Meticulous attention to detail and strong analytical and problem-solving abilities.
Familiarity with GDPR, CCPA, and other employment law considerations affecting compensation, particularly in global organizations.

Nice To Haves

Experience managing compensation programs across multiple geographic regions with different regulatory requirements.
Background in financial analysis, FP&A, or accounting, and understanding of revenue recognition impacts on compensation timing.
Exposure to Customer Success, Services, or other non-traditional sales compensation models.
Compensation certification, such as WorldatWork CECP or GRP, or a related HR discipline certification.
Experience at a high-growth or publicly traded software company.

Responsibilities

Own the strategic design of annual sales compensation programs for eligible roles and adjust them for market conditions, the competitive landscape, and business priorities.
Benchmark compensation against market data and peer software companies; conduct pay equity analysis and recommend adjustments to support competitiveness and fairness.
Design commission structures, accelerators, quotas, and incentive mechanics that promote desired sales behaviors and align with revenue goals.
Design and own SPIFFs and other incentive programs outside the official incentive plan.
Lead cross-functional design reviews with Sales, Finance, and executive leadership before program launch.
Manage the end-to-end program launch calendar, coordinate cross-functional work, and communicate timelines, changes, and deadlines.
Maintain the primary source of truth for compensation documentation, including plan documents, commission schedules, quota assignments, and policy guidelines.
Configure compensation programs in Xactly and Salesforce; validate data integrity, test calculations, and ensure system configurations reflect approved plan designs.
Develop training materials and lead training sessions on compensation plan mechanics, commission calculations, and incentive rules.
Ensure programs comply with applicable laws, regulations, and company policies in operating geographies.
Manage commission, quota, and incentive payout exceptions, disputes, and appeals, working with the VP of Revenue Operations, Finance, and HR to resolve them efficiently and fairly.
Maintain audit trails and documentation for material compensation decisions and changes.
Build dashboards and reports covering role-based performance metrics, compensation spend, payout distributions, plan attainment, and incentive ROI, including SPIFF reporting metrics.
Conduct post-program analysis, including win/loss, attainment distribution, and program metrics, and share insights on plan effectiveness with leadership.
Recommend mid-year program adjustments based on market shifts, business performance, and feedback from sales leaders.
Partner with the VP of Revenue Operations to align compensation with business strategy and sales priorities, maintaining regular feedback loops with Sales Leaders.
Work directly with Commission Accounting on attainment data, payouts, calculations, and discrepancies.
Collaborate with Finance on budgeting, forecasting, and year-end reporting of incentive spend.
Work with People Operations on equity, total rewards strategy, and talent retention initiatives.
Communicate compensation strategy and changes clearly and confidently to the broader organization.

Benefits

Equity, where applicable, through a Virtual Stock Option Plan (VSOP).
Remote work from anywhere, with a home office budget and co-working space support.
Flexible time off.
Annual Kickoff, team offsites, Camundi Connection Budgets, support for meetups while travelling, and local gatherings.
Locally tailored healthcare.
Access to Modern Health for global mental wellbeing.
Live Well Lifestyle Spending Account, with a flexible global benefit; the program launches in 2026 and scales to €1,000 annually from 2027.
Retirement and pension plans, often with company contributions.
Life and disability insurance where relevant.
Up to $/€/£1,000 per year for self-driven learning, including courses, certifications, and books.