Senior Manager I, Sales Incentive Design

Senior Manager I, Sales Incentive Design    POSITION PROFILE

The Sales Incentive Design Manager is responsible for developing and managing incentive compensation programs that drive sales performance and align with organizational goals. This role combines strategic planning, data analysis, and cross-functional collaboration to ensure incentive plans are competitive, compliant, and effective.

Job Duties and Responsibilities

• Designs sales compensation plans and structures that align with business strategies and drive desired sales behaviors
• Develops and models scenario analysis to evaluate potential plan impacts, outcomes, and cost projections, including SPIF considerations for a business or a region
• Assesses plan performance and recommends sales compensation plan design ideas
• Translates and tests business requirements for sales teams into effective compensation mechanics and sales eligibility criteria
• Collaborate with sales leadership, Marketing, HR, finance, and other stakeholders to gather requirements, gain alignment, and ensure effective plan implementation.
• Prepares and presents sales compensation design recommendations to stakeholders and senior leadership
• Consults legal and finance teams to ensure plan designs and policies meet compliance requirements
• Tracks annual sales compensation plan design reviews the timeline ensuring timely decisions are reached
• Design, develop, and implement sales incentive compensation plans, including salary structures, incentive plans, and other compensation programs.
• Documents and reviews sales compensation plan designs, mechanics, eligibility rules, and policies; support communication materials for rollout
• Creates “train the trainer” playbook and delivers training programs for sales teams and managers on compensation plans and policies
• Support implementation teams with technical plan requirements and partners with sales operations teams to ensure successful plan implementation, including SPIF programs
• Identify opportunities to enhance sales compensation design, administration, and operations, implementing solutions for improvement.
• Lead a team of compensation professionals, providing guidance, mentorship, and support in their development.
• Performs other duties as assigned.

Qualifications (Education, Experience and Certifications)

Typically Required:

• 4-year degree and a minimum of 8 years’ experience designing Sales Compensation programs. 
• Strong communication, interpersonal, analytical and project management skills. 
• A clear customer focus and ability to understand the needs of the customers at every level.
• Experience managing projects across cross functional teams, building sustainable processes and coordinating release schedules
  - Experience defining KPI's/SLA's used to drive multi-million dollar businesses and reporting to senior leadership

KNOWLEDGE, Skills And Abilities

• Deep understanding of sales compensation principles, best practices, and industry trends.
• Proficiency in using data analysis tools and techniques to assess plan performance and inform decision-making.
• Strong ability to build relationships, influence stakeholders, and communicate effectively with various levels of the organization.
• Ability to connect compensation strategy to overall business objectives and drive desired outcomes.
• Ability to identify and resolve complex issues related to sales compensation design and administration.
• Excellent verbal and written communication, interpersonal, analytical and project management skills, with the ability to present complex information clearly and concisely.
• Familiarity with CRM systems, compensation management software, and other relevant tools
• Proven experience of working closely with sales, marketing and professional services
• Team Leadership building skills
• Results oriented

Working Conditions, MENTAL aND  PHYSICAL DEMANDS

• Typically, an office environment with adequate lighting and ventilation, and a normal range of   temperature and noise level. 
• Work assignments are diversified.  Interpret, comprehend and apply complex material, data and instruction – prepare, provide and convey diversified information.
• Minimal physical effort required.  Work is mostly sedentary but does require walking, standing, bending, reaching, lifting or carrying objects that typically with less than 10 lbs.  (e.g., papers, books, files and small parts, etc.).  Moderate dexterity – regular application of basic skills (calculator, keyboard, hand tools, eye/hand coordination.

COMPETENCIES 

Core Competencies

• Customer Centric
• Ethics & Integrity
• Innovation
• Teamwork
• Winning Spirit

Functional/Technical Competencies

• Action Oriented
• Analytical Skills
• Attention to Detail
• Business Acumen
• Marketing Knowledge

Leadership Competencies

• Connect
• Drive
• Inspire
• Transform

The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, skills, efforts or working conditions associated with a job.