Sales Incentive Design Manager

About this role

Design the plans that drive our business. Sales compensation is one of the most powerful levers a company has to influence growth. We're looking for someone who understands that.

As our Sales Compensation Manager, you'll own the strategy, design, governance, and evolution of our sales incentive programs. You'll partner directly with Sales Leadership, Finance, HR, and executive stakeholders to create compensation plans that motivate the right behaviors, support business strategy, and drive measurable results.

This is not a commission processing role.

We're looking for someone who enjoys solving business problems through compensation design. Someone who can challenge assumptions, model ideas, influence leaders, and create plans that are both motivating for sellers and sustainable for the business.

If you're energized by designing compensation strategies rather than calculating payouts, we'd love to meet you.

What You'll Do: Design compensation programs that drive results. Partner with Sales Leadership to translate business priorities into effective 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. Continuously evaluate whether plans are driving the intended seller behaviors and business outcomes.

Model before you build. Develop financial and behavioral models to evaluate new incentive ideas before implementation. Analyze business impact, cost, seller behavior, pay-for-performance alignment, and ROI. Use data-driven insights to recommend plan improvements.

Own governance. Own governance for all sales compensation programs, including 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.

Be a trusted advisor. Partner with Sales Leadership, Finance, HR, Revenue Operations, and Payroll to shape compensation strategy. Challenge assumptions, present data-driven recommendations, and influence executive decision-making.

Continuously improve. Evaluate seller attainment, incentive effectiveness, plan competitiveness, and business outcomes. Continuously refine programs to improve performance, simplicity, and long-term scalability.

What Makes Someone Successful: They have personally designed sales compensation plans - not only administered them. They understand how compensation influences seller behavior and business performance. They are equally comfortable discussing financial models with Finance and compensation strategy with Sales Leadership. They balance innovation with governance and operational simplicity.

This Role Is Not Focused On Routine commission processing, Payroll administration, Calculating monthly payouts, Maintaining commission systems as the primary responsibility

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The annualized base salary for this role will range between $110,000 and $130.000. Base compensation is reflective of many factors, including, but not limited to, the market in which one lives/works, individual education level, skills, certifications and experience. Note: variable compensation is not reflected in these figures and based on the
role, may be applicable.