Sales Compensation Analyst

About the role

This strategic operations role sits at the intersection of revenue strategy, finance, and sales enablement. You will own the design, execution, and continuous optimization of PartsSource’s sales incentive compensation plans—directly shaping how the company motivates, measures, and rewards its sales organization. You’ll partner closely with the VP of Revenue Operations, Sales Leadership, and Finance to ensure compensation strategy remains aligned to business goals and competitive in the market.

Responsibilities

• Compensation Plan Design & Strategy
  • Lead the annual compensation plan design process, defining measures, targets, and payout mechanics that drive desired sales behaviors and support revenue growth.
  • Analyze historical compensation data, quota attainment, and payouts to validate plan effectiveness and identify refinements for the upcoming year.
  • Model compensation scenarios and financial impacts before implementation; communicate trade-offs and recommendations to leadership with clear supporting analysis.
  • Serve as the change agent for new compensation approaches—socializing the rationale, training the sales organization, and troubleshooting concerns during transition.
• Performance Analysis & Reporting
  • Build and maintain dashboards and performance reports that enable reps to track real-time compensation progress, quota attainment, and payouts—driving clarity and motivation.
  • Conduct ongoing analysis of sales performance, compensation payouts, and plan effectiveness; present findings to Revenue Operations and Sales Leadership quarterly.
  • Perform individual-level and cohort-level analyses to assess the impact of compensation changes on rep earnings, motivation, and potential flight risk.
  • Develop market benchmarking studies to validate that PartsSource’s compensation levels remain competitive within relevant talent markets and geographies.
• Compensation Administration & Finance Partnership
  • Partner with Finance on monthly commission calculations, payouts, and reconciliation—ensuring accuracy, timeliness, and compliance with plan mechanics and tax regulations.
  • Conduct cost modeling exercises to forecast compensation spend by sales cohort, geography, and role; provide Finance with monthly, quarterly, and annual commission projections.
  • Troubleshoot and resolve rep inquiries about compensation calculations, payouts, and plan mechanics—serving as the primary expert resource for compensation policy and execution.

Requirements

• 2+ years of experience in revenue operations, compensation analysis, or sales finance—with demonstrated expertise in compensation plan design, analysis, or administration.
• Expert proficiency with Microsoft Excel for data analysis, modeling, and dashboard creation; comfortable with large datasets and complex formulas.
• Strong analytical skills and the ability to translate complex compensation data into clear, compelling narratives for diverse audiences (sales leaders, finance, executives).
• Experience with sales compensation analytics tools or platforms; familiarity with Salesforce CRM and commission management systems is a plus.
• Bachelor’s degree in Business, Finance, Economics, or related discipline.
• Excellent communication skills (verbal and written); comfort presenting to Sales leaders and executive audiences.

Preferred

• 2+ years of revenue operations or sales compensation experience.
• Experience with commission management platforms (Conexus, Xactly, Milliman, Certify, or equivalent).
• Proficiency with SQL or Python for data extraction and analysis.
• Background in a high-growth B2B SaaS or technology sales environment.
• Experience designing or implementing commission automation workflows.

Who We Want to Meet

• Act Like an Owner
  • Take full accountability for compensation outcomes—not just analysis, but the design, execution, and impact of your work.
  • Own the accuracy of every payout, the clarity of every dashboard, and the success of every compensation plan rollout.
• Serve with Purpose
  • Understand that compensation mechanics directly impact how the sales team is motivated to serve customers.
  • Bring rigor and attention to detail because the integrity of the compensation program—and the trust the team places in it—is fundamental to success.
• Adapt to Thrive
  • Stay current on compensation trends, tools, and best practices.
  • Be resourceful when facing ambiguity and translate learning into smarter analysis and stronger recommendations.
  • Bridge gaps across functions—finance, sales, operations—with clarity.
• Collaborate to Win
  • Build trust with Revenue Operations, Sales Leadership, and Finance through clear communication, reliable follow-through, and a commitment to solving shared problems.
  • Listen deeply to understand competing priorities and work to find solutions that work for everyone.
• Challenge the Status Quo
  • Question whether compensation plans are actually driving desired behaviors.
  • Surface inefficiencies in commission processes and propose smarter alternatives backed by data.
  • Push back on assumptions with evidence and drive adoption of better approaches that benefit the whole organization.