Sales Compensation Design Manager
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Job Description
Sales compensation manager designing incentive programs that motivate sellers and support growth. Partnering with Sales, Finance, HR, and executives on modeling, governance, and plan evolution.
Responsibilities:
- Own the strategy, design, governance, and evolution of sales incentive programs
- Partner with Sales Leadership to translate business priorities into sales compensation strategies
- Design annual and in-year incentive plans, including performance measures, quotas, thresholds, accelerators, decelerators, payout curves, SPIFFs, and role-specific incentive structures
- Evaluate whether plans drive intended seller behaviors and business outcomes
- Develop financial and behavioral models to assess incentive ideas before implementation
- Analyze business impact, cost, seller behavior, pay-for-performance alignment, and ROI
- Own plan documentation, policy interpretation, exception governance, audit readiness, and change management
- Ensure plans remain scalable, understandable, equitable, and operationally executable
- Partner with operations teams responsible for implementation while maintaining ownership of plan intent and governance
- Advise Sales Leadership, Finance, HR, Revenue Operations, and Payroll on compensation strategy
- Present data-driven recommendations and influence executive decision-making
- Evaluate seller attainment, incentive effectiveness, plan competitiveness, and business outcomes
- Continuously refine programs to improve performance, simplicity, and long-term scalability
Requirements:
- Personally designed sales compensation plans, not only administered them
- Understand how compensation influences seller behavior and business performance
- Comfortable discussing financial models with Finance and compensation strategy with Sales Leadership
- Ability to balance innovation with governance and operational simplicity
- Experience designing performance measures, quotas, thresholds, accelerators, decelerators, payout curves, SPIFFs, and role-specific incentive structures
- Ability to develop financial and behavioral models
- Ability to analyze business impact, cost, seller behavior, pay-for-performance alignment, and ROI
- Ability to manage plan documentation, policy interpretation, exception governance, audit readiness, and change management
- Ability to challenge assumptions, present data-driven recommendations, and influence executive decision-making
- Routine commission processing, Payroll administration, calculating monthly payouts, and maintaining commission systems are not the primary focus
Benefits:
- Variable compensation may be applicable
- Base compensation reflects factors including education level, skills, certifications, experience, and market
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