Sales Operations, Principal

About The Team

The Sales Operations Principal is responsible for owning the end-to-end strategy, design, and execution of sales compensation programs that drive performance and align with company objectives. This role operates as a strategic partner to Sales, Finance, and executive stakeholders, with accountability for shaping incentive structures, influencing business decisions, and ensuring scalable, data-driven compensation systems. This is a highly cross-functional and high-impact role that combines strategic thinking, analytical rigor, and operational leadership.

About The Role

Own end-to-end compensation strategy and design for Sales, including plan architecture, performance metrics, and incentive structures aligned to business goals. Lead scenario modeling and decision-making, evaluating tradeoffs across cost, risk, and behavioral incentives; provide clear recommendations to senior leadership. Drive cross-functional alignment with Sales, Sales Finance, FP&A, HR, and Data teams to ensure compensation plans are well-designed, understood, and effectively executed. Establish and evolve performance frameworks, including quota setting, target-setting methodologies, and plan mechanics that balance motivation, fairness, and financial discipline. Influence sales strategy through data-driven insights, proactively identifying trends, risks, and opportunities to improve performance. Ensure integrity and scalability of compensation data systems, partnering with Data and Ops to define durable data sources, reporting, and ensure frontline visibility.

Communicate complex compensation concepts clearly to stakeholders at all levels, including Sales leadership and executives.

Success in This Role Looks Like

• Compensation programs are strategic, scalable, and directly influence sales behavior and company outcomes.
• Sales leadership relies on this role as a trusted advisor for compensation and performance strategy.
• Compensation plans are clearly understood, data-driven, and motivational.
• Cross-functional stakeholders view this role as the single-threaded owner of compensation strategy.
• Processes and frameworks are built to scale with the organization, reducing reliance on ad hoc support.
• The role evolves.

Who you are

• 8–10+ years of experience in sales compensation, sales operations, finance, or a related analytical/strategy role.
• Demonstrated experience owning compensation design end-to-end, not just supporting or administering plans.
• Proven ability to make strategic decisions and evaluate tradeoffs in ambiguous, high-stakes environments.
• Strong analytical and modeling skills, with experience using data to inform business decisions and influence stakeholders.
• Track record of driving cross-functional alignment and influencing senior stakeholders without direct authority.
• Deep understanding of sales performance metrics, incentive structures, and compensation design principles.
• High attention to detail with strong ownership over data accuracy and system integrity.
• Excellent communication skills, with the ability to translate complex analyses into clear business insights.

Preferred Skills & Experience

• Experience operating in a lead or principal-level IC role with broad ownership and autonomy.
• Experience working closely with Sales Finance, FP&A, and executive leadership teams.
• Familiarity with compensation systems (e.g., Xactly), CRM platforms, and BI tools.
• Experience in high-growth or scaling sales organizations.
• Strong business judgment and comfort navigating ambiguity and evolving business needs.