Director, Incentive Compensation

About the role

The Director of Incentive Compensation leads the development of annual and quarterly incentive compensation strategies aligned to company revenue goals. They design sales compensation plans (Targets, commission, bonus structures) across all go-to-market roles. They oversee end-to-end compensation operations including target setting, plan deployment, crediting rules, and payouts. They implement a compensation system and related tools, establish scalable processes, develop reporting and dashboards, analyze plan effectiveness, and ensure compliance with legal, audit, and financial controls related to incentive compensation.

Responsibilities

• Evaluate plan effectiveness using performance analytics and recommend adjustments
• Ensure alignment between compensation plans and strategic priorities (e.g., growth segments, new product adoption, margin expansion)
• Oversee end-to-end compensation operations including target setting, plan deployment, crediting rules, and payouts
• Ensure timely, accurate calculation and distribution of commissions and incentives
• Implement a compensation system (e.g., SPIFF) and related tools
• Establish and maintain scalable processes as the organization grows
• Develop reporting and dashboards to track sales performance vs. compensation outcomes
• Analyze plan effectiveness, cost of sales, pay-for-performance alignment, and ROI of incentive programs
• Support executive leadership with insights and recommendations
• Maintain documentation of compensation plans, policies, and procedures
• Partner with Finance on accruals, forecasting, and budgeting for commissions
• Partner with Sales Leadership to align compensation plans with business objectives and territory strategies
• Collaborate with Finance on compensation expense planning and headcount modeling
• Work closely with HR on job architecture, career progression, and pay equity considerations
• Build and lead a high-performing incentive compensation team
• Establish clear priorities, performance expectations, and professional development plans

Requirements

• Bachelor’s degree in Life Sciences, Business, Finance, or a related field required; advanced degree preferred
• Minimum of 5 years of experience in sales compensation, finance, or sales operations
• Deep expertise in incentive compensation design and sales performance management
• Strong analytical skills with advanced Excel and data modeling capability
• Experience with compensation management platforms (e.g. SPIFF)
• Familiarity with quota setting methodologies and territory design
• Strong understanding of Salesforce adoption, sales methodology, qualification, pipeline discipline, and commercial enablement
• Ability to influence leaders and cross-functional partners through clear expectations, practical training, credible expertise, and a collaborative style
• Strong facilitation, instructional design, communication, change management, analytical, and stakeholder engagement skills

Qualifications

• Personal initiative
• Dynamic pace
• Meaningful work

Benefits

Competitive Paid Time Off plus 8 paid holidays. Medical, dental, and vision coverage options. Generous 401(k) match. Tuition reimbursement.

Schedule

Field Base – monthly onsite visit

Pay

The anticipated salary range for this position in NJ is $150-$180k + annual bonus target. The final salary offered to a successful candidate may vary, and will be dependent on several factors that may include but are not limited to: the type and length of experience within the job, type and length of experience within the industry, skillset, education, business needs, etc.