Senior Director, Sales

About Leaf Home

At Leaf Home, we are powered by people on a single mission to make home ownership easy. We’ve crafted a team of the very best to ensure we make a difference by winning every day. In addition to serving our customers, Leaf Home strives to build a welcoming and inclusive workplace. We are proud to be a certified Great Place to Work® as well as a multi-year recipient of Top Workplaces recognition.

From competitive medical benefits to people-focused committees like the Women’s Committee, Diversity & Inclusion Committee, and Vet Connect, we are dedicated to making Leaf Home a workplace where you can win every day. Come grow your career with us.

Why Leaf Home

• We Win – Being driven every day to win is who we are
• People Powered – Recognized as a top Ohio and U.S. workplace by Great Place to Work®, Energage, and more
• Family Feel with Enterprise-Level Resources – You are important to us, and we’ve built a culture you’ll love
• Support – Inclusion, sustainability, and reliability surround everything we do
• Personal Growth – Dedicated to providing resources and encouragement for employee growth
• Mobility – Locations throughout the U.S. and Canada, with continued expansion

Position Summary:

The Senior Director, Sales Compensation is responsible for the strategy, design, governance, analytics, and effectiveness of the company’s sales compensation programs.

This leader will serve as the company’s subject-matter expert on sales compensation, partnering closely with Sales, Finance, Human Resources, Operations, and senior leadership to ensure incentive programs drive the right behaviors, reward performance, support profitable growth, and remain competitive in the marketplace.

The role does not lead the sales organization. Instead, it serves as a strategic partner to Sales leadership, bringing deep expertise in incentive design and sales economics to help translate business strategy into compensation programs that are motivating, understandable, financially sound, and operationally executable.

The successful candidate will combine deep technical sales compensation expertise with strong business judgment and the ability to influence senior commercial leaders.

Essential Duties and Responsibilities:

• Lead the design and ongoing evolution of all sales compensation programs across the organization.
• Translate business objectives into incentive structures that drive desired sales behaviors and business outcomes.
• Design plans incorporating base salary, commissions, quotas, thresholds, accelerators, decelerators, bonuses, product incentives, contests, guarantees, draws, and other variable compensation mechanisms.
• Determine appropriate pay mix, performance measures, leverage, payout curves, thresholds, targets, accelerators, and maximum payout opportunities.
• Ensure incentive plans appropriately balance:
  • Revenue growth
  • Gross margin and profitability
  • Conversion
  • Average ticket
  • Product and service mix
  • Customer quality and retention
  • Sales productivity
  • Customer experience
• Simplify compensation programs where unnecessary complexity has accumulated while preserving appropriate differentiation for different sales roles and business models
• Develop sophisticated financial models to understand the cost and behavioral implications of proposed incentive-plan changes.
• Model payout distributions across various performance scenarios before implementing plan changes.
• Conduct sensitivity analyses to understand how changes in performance, pricing, margin, mix, conversion, or productivity affect incentive payouts.
• Analyze compensation cost as a percentage of revenue, gross profit, and contribution margin.
• Evaluate whether incentive plans provide appropriate differentiation between low, average, high, and exceptional performers.
• Identify excessive payouts, insufficient upside, performance cliffs, windfalls, unintended consequences, and other design issues.
• Partner with Finance to forecast incentive expense and evaluate the ROI of sales compensation investments.
• Develop a comprehensive framework for measuring the effectiveness of sales incentive programs.
• Conduct regular analysis of actual performance and payouts against plan objectives.
• Evaluate whether incentive…