Director, Sales Compensation Design & Administration - US

Key Responsibilities

• Maintain deep, ongoing fluency in the company's GTM strategy, sales organizational structure, and how roles and teams execute against it.
• Continuously assess how compensation and talent structures support (or hinder) the GTM motion, adjusting recommendations as strategy evolves.
• Serve as the primary connective tissue between Sales Operations, Sales leadership, Finance, and Total Rewards, ensuring compensation decisions reflect both HR philosophy and commercial reality.
• Own end-to-end design, mechanics, and eligibility of the Sales Compensation Plan(s), ensuring they are competitive, motivating, and aligned to revenue goals and Total Rewards philosophy.
• Lead the annual (and as-needed) plan design and refresh cycle, partnering closely with Sales Operations, Sales leadership, Finance, and Legal on plan terms, quotas, and approvals.
• Own plan administration end-to-end, including systems, processes, and accountabilities, ensuring accuracy, timeliness, and compliance.
• Proactively identify and resolve pain points raised by HR, Finance, Sales Operations, Sales leadership, and plan participants.
• Establish governance, documentation, and audit practices for ongoing plan integrity, balancing Total Rewards standards with Sales Operations' operational needs.
• Own the relationship with the incentive compensation management (ICM) platform, including contract terms, SLAs, and roadmap milestones.
• Lead implementation, enhancement, and optimization initiatives for compensation systems, ensuring delivery against timeline and budget, in close coordination with Sales Operations.
• Evaluate new tools, platforms, or automation (including AI-enabled solutions) that could improve accuracy, scalability, or insight generation.
• Build, lead, and develop a team responsible for sales compensation design and administration.
• Continuously evaluate team structure against GTM strategy and business needs, making organizational recommendations as the business scales.
• Assess talent through performance data, stakeholder feedback, and direct observation; address gaps proactively.
• Set the long-term organizational vision for the sales compensation function, in alignment with both Total Rewards and Sales Operations priorities.

Qualifications

• 10+ years of progressive experience in sales compensation, total rewards, or related HR/Finance disciplines, including significant exposure to sales or commercial organizations.
• Proven track record owning sales compensation plan design, administration, and governance at scale.
• Hands-on experience with incentive compensation management (ICM) platforms (e.g., Xactly, Varicent, CaptivateIQ, or similar) required.
• Demonstrated people leadership experience; track record of building and developing high-performing teams.
• Strong organizational design and talent evaluation capabilities.
• Excellent stakeholder management skills; proven ability to operate effectively within a matrixed reporting structure and manage competing priorities between HR and business functions.
• Experience translating complex, technical, or ambiguous topics into clear executive narratives.
• Exposure to AI tools, platforms, or governance frameworks in an enterprise context a plus.