Sales Compensation Design Manager

This is a fully remote position, open to applicants in United States.

📋 Description

• Take charge of the strategy, design, governance, and evolution of sales incentive programs.

• Collaborate with Sales Leadership to convert business priorities into effective sales compensation strategies.

• Create annual and in-year incentive plans, encompassing performance measures, quotas, thresholds, accelerators, decelerators, payout curves, SPIFFs, and role-specific incentive frameworks.

• Assess whether the plans promote the desired seller behaviors and achieve business outcomes.

• Develop financial and behavioral models to evaluate incentive concepts prior to their implementation.

• Analyze business impact, costs, seller behavior, pay-for-performance alignment, and return on investment (ROI).

• Manage plan documentation, policy interpretation, exception governance, audit preparedness, and change management.

• Ensure that plans are scalable, comprehensible, fair, and operationally feasible.

• Work alongside operations teams responsible for implementation while retaining ownership of plan intent and governance.

• Provide guidance to Sales Leadership, Finance, HR, Revenue Operations, and Payroll regarding compensation strategies.

• Deliver data-driven recommendations and sway executive decision-making.

• Assess seller achievement, incentive effectiveness, plan competitiveness, and business outcomes.

• Continuously enhance programs to boost performance, simplicity, and long-term scalability.

⛳️ Requirements

• Have personally designed sales compensation plans rather than just administering them.

• Possess a deep understanding of how compensation impacts seller behavior and overall business performance.

• Be comfortable discussing financial models with Finance and compensation strategies with Sales Leadership.

• Demonstrate the ability to balance innovation with governance and operational simplicity.

• Have experience in designing performance measures, quotas, thresholds, accelerators, decelerators, payout curves, SPIFFs, and role-specific incentive structures.

• Be capable of developing financial and behavioral models.

• Have the ability to analyze business impact, costs, seller behavior, pay-for-performance alignment, and ROI.

• Manage plan documentation, policy interpretation, exception governance, audit readiness, and change management.

• Have the ability to challenge assumptions, present data-driven recommendations, and influence executive decision-making.

• Note that routine commission processing, Payroll administration, calculating monthly payouts, and maintaining commission systems are not the main focus of this role.

🏝️ Benefits

• Variable compensation may be applicable.

• Base compensation takes into account factors such as education level, skills, certifications, experience, and market conditions.