Description

Role Summary
The Sales Compensation & Performance Manager is responsible for the governance, execution, and analytics of all sales compensation and incentive programs. This role ensures that sales performance is measured accurately, compensation rules are executed consistently, and bonuses and commissions are calculated and paid in accordance with approved plans. The role operates as an independent, analytically driven function to ensure fairness, auditability, and trust in the compensation process.

Key job responsibilities
Key Responsibilities
1. Performance Measurement & Compensation Logic
• Translate approved compensation plans into clear and executable calculation logic.
• Own the performance measurement framework used for incentive and bonus evaluation.
• Define and maintain rules for:
o eligibility,
o attainment calculations,
o accelerators and thresholds,
o modifiers and caps.
• Ensure consistent application of compensation logic across all sales segments (Enterprise, Mid-Size and FBA Inbound).
2. Bonus, Commission and Incentive Execution
• Calculate all variable compensation payouts (bonuses, commissions, SPIFFs, and special incentives).
• Manage monthly, quarterly, and annual payout cycles end-to-end.
• Prepare validated payout files and partner with Payroll to execute payments.
• Ensure payouts are delivered accurately and on schedule.
3. Data Validation and Controls
• Validate performance and revenue inputs used for compensation, including bookings, revenue, margin, retention, and activity metrics.
• Partner with Finance and Sales Leadership to reconcile data discrepancies.
• Maintain strong internal controls, validation procedures, and reconciliation processes for all compensation calculations.
4. Compensation Governance and Documentation
• Act as the single owner of compensation calculation logic and supporting documentation.
• Maintain plan documents, calculation methodologies, exception logs, and approval records.
• Ensure adherence to internal policies and audit requirements.
• Support internal audits and leadership reviews related to compensation and incentive programs.
5. Performance and Compensation Analytics
• Analyze attainment and payout distributions to assess:
o pay-for-performance alignment,
o incentive effectiveness,
o outliers and potential risk areas.
• Produce leadership-level reporting on:
o attainment trends,
o compensation cost and spend,
o return on incentive investment.
• Provide data-driven recommendations to improve compensation structures and incentive design.
6. Exception and Adjustment Management
• Own intake, review, and processing of compensation exception and adjustment requests.
• Ensure all exceptions are formally approved and fully documented.
• Apply approved exceptions accurately within payout cycles.
7. Stakeholder Partnership and Enablement
• Partner closely with Sales Leadership, Finance, HR / People teams, and Payroll.
• Serve as the primary point of contact for compensation calculation and payout inquiries.
• Clearly explain how performance translates into pay using transparent and fact-based communication.
8. Tooling, Automation and AI Enablement
• Partner with Sales Operations and technology teams to improve automation of compensation calculations and validation processes.
• Contribute to roadmap initiatives that leverage analytics and AI to improve performance insights and compensation effectiveness.
• Support scalable compensation operations through improved data pipelines and tooling.