Senior Sales Compensation & Operations Analyst

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Senior Sales Compensation Analyst based in the United States.

This role offers the opportunity to shape and optimize sales incentive programs within a growing technology organization.
You will sit at the intersection of Finance, Revenue Operations, Sales, and People teams to ensure compensation plans are strategic, accurate, and effective.
The position combines analytical expertise, operational ownership, and cross-functional partnership.
You will design compensation structures, manage commission processes, and provide insights that influence revenue performance.
This role is ideal for a detail-oriented compensation professional who enjoys solving complex problems and improving scalable processes.
You will contribute to a collaborative, mission-driven environment focused on transparency, innovation, and long-term impact.

The Senior Sales Compensation Analyst will own the design, administration, and continuous improvement of sales incentive programs. This role requires strong analytical capabilities, operational discipline, and the ability to partner with stakeholders across Finance, Sales, Revenue Operations, and People teams to ensure compensation programs drive the right behaviors and business outcomes.

• Design and structure sales incentive compensation programs, including OTE models, quotas, accelerators, and plan mechanics in partnership with Finance and sales leadership.
• Manage end-to-end commission calculations, ensuring accurate, timely payouts and effective handling of exceptions, disputes, and reconciliation processes.
• Administer incentive compensation management platforms by building, maintaining, and optimizing compensation plans, calculations, and employee statements.
• Own compensation plan administration activities, including documentation, approvals, e-signature workflows, tracking, and system updates.
• Lead compensation planning cycles by managing timelines, coordinating stakeholders, and ensuring successful execution.
• Analyze compensation plan performance, attainment trends, and effectiveness to identify improvement opportunities and provide recommendations.
• Partner with Finance teams on quota modeling, capacity planning, coverage analysis, and incentive program decisions.
• Collaborate with Revenue Operations and business teams on territory design, account segmentation, and operational workflows impacting compensation.
• Support compensation communications by maintaining documentation and helping employees understand plan structures and mechanics.
• Provide leadership with insights into compensation performance, trends, disputes, and administration status.

The ideal candidate brings deep expertise in sales compensation, strong analytical skills, and experience managing complex incentive programs. They should be comfortable working with sensitive data, leading cross-functional initiatives, and translating compensation strategies into clear business outcomes.

• Significant experience in sales compensation with direct ownership of incentive plan design and administration.
• Hands-on experience with incentive compensation management platforms such as Spiff, Xactly, CaptivateIQ, or similar tools.
• Experience building compensation plans, troubleshooting calculations, and managing sales representative statements.
• Strong project management skills with the ability to coordinate cross-functional initiatives, manage deadlines, and prioritize competing demands.
• Excellent analytical abilities with experience interpreting compensation data, measuring plan effectiveness, and identifying trends.
• Strong written and verbal communication skills with the ability to explain complex compensation concepts to employees, managers, and executives.
• Proven ability to manage confidential compensation information with accuracy, discretion, and sound judgment.
• Experience collaborating with Finance, Revenue Operations, People teams, Sales leadership, and other business stakeholders.
• Ability to improve, automate, and scale compensation processes while maintaining accuracy and compliance.
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