Manager, Sales Compensation

We're looking for a sales compensation leader to own how we pay our go-to-market organisation, and how that changes as our commercial model changes. You will run the engine that pays roughly 350 GTM people accurately and on time, own the design of the plans, quotas and incentives behind it, and lead a small team of analysts.

This is a hands-on leadership role. You will manage and coach a small team, and you will also be in the model, in CaptivateIQ, and in the plan documents yourself.

What you'll do

Run the compensation engine

• Own the monthly and quarterly compensation cycle end to end: crediting, calculation, review, approval and payout, delivered accurately and on time
• Own CaptivateIQ as our system of record for incentive compensation, including plan build, rule logic, testing and release
• Own crediting and comp data integrity across Salesforce and downstream systems, and work with Systems and Deal Desk to fix problems at source rather than in spreadsheets
• Oversee inquiry management ensuring clear SLAs and report on trends to improve overall processes
• Document and keep policies and process up to date for stakeholders and your team

Design the plans, quotas and incentives

• Own annual plan design in partnership with your Senior compensation analyst, GTM leadership, FP&A and People for all commissioned roles
• Collaborate with Revops business partners on the quota setting process for each function to ensure it aligns with broader compensation strategy and benchmarks
• Model attainment distribution, benchmarks and support finance in ad-hoc cost reporting
• Own and build SPIFFs and non-cash incentive programmes, including President's Club,
• Own plan communication and enablement, so reps and managers understand what they are paid for and can self-serve where needed

Evolve the compensation strategy as we grow

• Build the compensation approach for an evolving pricing model and mulit-product business in partnership with the Head of Revenue Operations and VP of Finance
• Represent compensation requirements during larger CPQ and CRM enhancements or changes
• Enhance our approach based compensation reporting: attainment by role and segment, payout curves, quota coverage and programme effectiveness

Lead and grow the team

• Manage, coach and develop a small team of compensation analysts, and set the standard and what good looks like
• Prioritise the team's work, capacity and quarterly OKRs to ensure a balance of reactiveness and impactful projects
• Stay hands-on. This is a doing and leading role, not a management-only role

What you'll bring

Required experience

• 6+ years in sales compensation, revenue operations, sales finance or a closely related field, with experience managing or formally mentoring analysts
• 2-3 years direct management experience
• Proven ownership of a full incentive compensation cycle for a distributed GTM team, including crediting, calculation, payout and dispute resolution
• Hands-on administration of an ICM platform, ideally CaptivateIQ, including building and testing plan logic yourself
• Demonstrated plan design experience: pay mix, leverage, accelerators and quota setting, with the modelling to back the recommendation
• Strong Salesforce data fluency, and the ability to translate commercial requirements into system and crediting logic
• Advanced Excel or Google Sheets modelling, including capacity, attainment and cost of sale models
• Excellent stakeholder management, with the credibility to hold a position with Sales leaders and the judgement to know when to flex
• You can communicate simply, clearly, and directly, especially with senior leaders, and your written work is polished enough to go straight to an executive audience

Bonus points

• Experience with consumption, usage-based or hybrid pricing models and their compensation implications
• Experience through a CPQ or quote-to-cash migration, ideally Salesforce CPQ or Dealhub
• Experience in cybersecurity, IT or AI markets
• Familiarity with ASC 606 commission capitalisation and audit requirements
• Experience compensating post-sales and partner roles, not just AEs

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