Sales Compensation Analyst – Strategic Incentive Programs, Payee Lifecycle

This is a fully remote position, open to applicants in United States, +10 more locations.

📋 Description

• Take ownership of comprehensive SPIFF operations, encompassing qualification criteria, crediting logic, system rate tables, tracking engines, calculations, ROI analytics, spend assessments, and audit documentation.

• Oversee payee lifecycle workflows, including system configurations, prorated quotas, draw and guarantee schedules, ramping accelerators, target modifications, split crediting, quota relief, crediting freezes, and temporary account coverage.

• Calculate final commission settlements, accelerated vesting, trailing pipeline revenue, exit reconciliation packages, and post-departure clawback reconciliations.

• Develop automated routines to connect HRIS platforms such as Workday with enterprise compensation engines.

• Conduct detailed technical investigations into sales disputes, crediting splits, payout issues, deal cancellations, de-bookings, retroactive invoicing adjustments, and clawback schedules.

• Generate data-driven recalculation findings with mathematical justifications for commercial representatives and sales leadership.

• Collaborate with Legal and People Partners on sensitive executive escalations.

• Act as the operational governance and audit liaison.

• Assemble exception packages and provide calculation extracts, system logs, approval documentation, and payee lifecycle audit trails for SOX testing.

⛳️ Requirements

• Minimum of 5 years in sales compensation administration, incentive program management, or sales operations within a multinational organization.

• Demonstrated expertise in designing, tracking, and implementing tactical commercial incentive programs, SPIFFs, and accelerator campaigns with stringent budget controls and comprehensive audit documentation.

• Experience in 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 skills for querying multi-table databases, HRIS data, and transaction ledgers.

• Practical experience with at least one of the following: Python/Pandas, Alteryx, or Excel/VBA.

• Hands-on administration experience with at least one enterprise incentive platform: Varicent, Xactly, Anaplan, or SAP Commissions.

• Practical administration experience with at least one HRIS platform, such as Workday.

• Indefinite right to work in the United States.

• Preferred: Experience in creating automated SPIFF tracking engines or reconciliation routines that integrate HRIS data with compensation systems.

• Preferred: Experience with Power BI for post-campaign ROI analytics and spending assessments.

• Preferred: Background in technical financial investigations related to sales disputes and payout grievances.

• Preferred: Experience in preparing audit-ready exception packages and SOX documentation.

• Preferred: Collaboration with Legal and People Partners on executive compensation escalations.

• Preferred: Ability to explain complex commission calculations and lifecycle adjustments to non-technical stakeholders.

• Preferred: Support for compensation continuity during organizational changes.

🏝️ Benefits

• Annual incentive plan.

• Health care coverage.

• Generous time off.

• Continuous learning resources.

• Retirement planning.

• Continuing education program.

• Company-matched student loan contributions.

• Financial wellness programs.

• Family-friendly benefits and perks.

• Retail discounts.

• Referral incentive awards.

• Disability accommodations during the application process.