Compensation Analyst Jobs

About The Position

Requirements

• At least 5 years of experience in sales compensation administration, incentive program management, or sales operations within a multinational organization.
• Demonstrated 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.
• 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 integrating HRIS data with enterprise compensation systems in real time.
• Experience conducting post-campaign ROI analytics and spend assessments using Power BI and 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 net financial impact of deal 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 unusual 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 end-to-end SPIFF operations, translating commercial campaign briefs into qualification criteria, crediting logic, and system rate tables.
• Build automated 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 for audits.
• 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 line 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.
• Build script-based routines linking HRIS platforms, including Workday, with compensation engines to identify personnel changes, effective-date discrepancies, and reporting-line anomalies before payroll processing.
• Lead evidence-based technical investigations into sales disputes, contested crediting splits, and payout grievances.
• Model the net financial impact of deal cancellations, de-bookings, retroactive invoicing revisions, and clawback schedules.
• Prepare objective, data-backed recalculation findings with step-by-step explanations for commercial 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 accurate lifecycle adjustments.

Benefits

• Health care coverage for physical and mental wellness.
• Generous time off.
• Career learning resources and opportunities to develop new skills.
• Competitive pay and retirement planning.
• Continuing education program with a company-matched student loan contribution.
• Financial wellness programs.
• Family-oriented benefits and perks.
• Retail discounts.
• Referral incentive awards.
• Annual incentive plan eligibility.
• Additional S&P Global benefits.