Sr Sales Ops Analyst

Box•Redwood City, CA

23h•Hybrid

About The Position

Box is hiring a Senior Sales Compensation Analyst for its Global Go-To-Market Strategy & Sales Compensation team. The role owns the monthly mechanics of variable compensation, translating complex data into accurate payouts and useful insights for global go-to-market teams. It works across Salesforce, Workday, Excel models, and other data sources, with a focus on commissions accuracy, seller trust, revenue operations cadence, and leadership decision-making. Boxers are expected to work from their assigned office at least three days per week.

Requirements

At least 3 years of experience in Sales Compensation, Sales Operations, Revenue Operations, or related analytics roles.
Advanced Excel expertise, including functions such as INDEX/MATCH/XLOOKUP, nested logic, pivot tables, complex data modeling, and error handling.
Proven experience reconciling and transforming large datasets from CRM, HRIS, or financial systems.
Meticulous attention to detail and a track record of delivering accurate payouts under tight monthly deadlines.
Strong stakeholder management and communication skills, with comfort partnering with senior leaders and cross-functional teams.
Process-first mindset and ability to document, standardize, and improve recurring workflows.
Bachelor’s degree in Business, Finance, Computer Science, Analytics, or a related field, or equivalent experience.

Nice To Haves

SQL familiarity.
Salesforce and Workday experience.
Experience with commissions platforms, quota/proration logic, or financial modeling for GTM planning.

Responsibilities

Own monthly commission calculations, validations, and approvals across global GTM roles.
Aggregate and reconcile data from Salesforce, Workday, and other sources; build and maintain Excel models.
Manage monthly operating workflows, timelines, and stakeholder communications with Commissions, Finance, and GTM leaders.
Troubleshoot exceptions and resolve data discrepancies with GTM Strategy, Finance, and Commissions; document decisions.
Build and iterate forecast and scenario models for planning cycles, quota changes, and new-hire ramp assumptions.
Calculate new-hire quotas and proration logic; coordinate with People/HR and Sales Ops on timely setup and policy alignment.
Create clear reporting and audit trails; standardize processes, controls, and SOPs.
Identify automation opportunities, streamline handoffs, and improve data quality.
Document processes and policies related to Rules of Engagement for GTM teams.