Senior Sales Compensation Analyst

Tines•Old Union, TX

1d•$150,000 - $175,000•Remote

About The Position

As Tines grows and our go-to-market strategy matures, the way we structure and pay incentive compensation has to evolve with it. This is a foundational role: you will design, build, and operationalise the compensation framework for our GTM team, and lead the organisation through the transition — running new and existing plans in parallel as we make the shift. This is not a plan-maintenance role. You will own the design problem end to end — measurement, crediting, payout mechanics, governance, and the change management required to land it across a ~350-person GTM org — partnering directly with Sales, Finance, and RevOps leadership. We are looking for someone who has led a comparable compensation model transition at scale and can bring that experience to Tines.

Requirements

7-10 years in sales compensation / incentive design, ideally in B2B SaaS.
Direct, hands-on experience designing and operating commission models beyond subscription or seat-based structures — including exposure to usage- or metric-driven plans.
Demonstrated experience leading a significant compensation model transition end to end, including running plan models in parallel through the change.
Deep configuration experience with a modern ICM platform (CaptivateIQ strongly preferred; Xactly, Spiff, or similar acceptable).
Strong Salesforce data fluency and an understanding of CPQ / billing data structures; familiarity with Salesforce Revenue Cloud is a plus.
Excellent financial modelling skills and comfort with ambiguity and open-ended design problems.
Executive-grade written and verbal communication; able to influence Directors and VPs and drive change across a function
Applicants for this opportunity must be authorized to work for any employer in the U.S. We are unable to sponsor or take over sponsorship of an employment Visa at this time.

Nice To Haves

familiarity with Salesforce Revenue Cloud is a plus.

Responsibilities

Design the future state comp model. Define how we measure and credit performance across a range of revenue and pricing structures, and translate that into plan mechanics: crediting and recognition timing, ramps, accelerators, decelerators, and true-up / clawback logic appropriate to a variety of deal and revenue types.
Manage operations during the transition. Architect and operate an approach so that new and existing compensation plans can run concurrently without disrupting payees, and define the path and timeline to converge on a single model.
Model and pressure-test. Build scenario and cost-of-compensation models — payout curves, quota setting, and expense sensitivity — to de-risk design decisions before they go live.
Partner with Finance. Ensure compensation design stays aligned with revenue recognition across evolving revenue models, and support compensation expense forecasting, accruals, and budgeting.
Own the system architecture. Define the CaptivateIQ configuration and the data model needed to support new performance metrics, including the feeds from Salesforce and billing (Salesforce Revenue Cloud Advanced) required to calculate payouts.
Set governance. Establish plan documentation, policy, crediting and dispute-resolution rules, and the controls that keep the program audit-ready as it scales.
Influence leadership. Communicate plan design, trade-offs, and outcomes to GTM and Finance leadership through clear, executive-level storytelling, and build the buy-in needed to drive adoption of new plans.