Senior Manager, Revenue Operations

• Own the strategic design of annual sales compensation programs for all eligible roles and adjust for market conditions, competitive landscape, and business priorities

• Benchmark compensation against market data and peer software companies; conduct pay equity analysis and recommend adjustments to ensure competitiveness and fairness

• Design commission structures, accelerators, quotas, and incentive mechanics that drive desired sales behaviors and align with revenue goals

• Design and own SPIFF and other incentive programs outside of the official incentive plan

• Lead cross-functional design reviews with Sales, Finance, and executive leadership to validate programs before launch

• Manage the end-to-end program launch calendar; coordinate cross-functional efforts and communicate timelines, changes, and deadlines to stakeholders

• Build and maintain the primary source of truth for all compensation program documentation, including plan documents, commission schedules, quota assignments, and policy guidelines

• Configure compensation programs in Xactly and SFDC; validate data integrity, test calculations, and ensure system configurations reflect approved plan design

• Develop training materials and lead training sessions for sales teams on compensation plan mechanics, commission calculations, and incentive rules

• Ensure compensation programs comply with applicable laws, regulations, and company policies across all geographies where we operate

• Manage exceptions, disputes, and appeals related to commissions, quotas, and incentive payouts; work with VP RevOps, Finance and HR to resolve efficiently and fairly

• Maintain audit trails and documentation for all material compensation decisions and changes

• Build dashboards and reports to monitor role based performance metrics, compensation spend, payout distributions, plan attainment, and ROI on incentive investments. Including SPIFF reporting metrics

• Conduct post-program analysis (win/loss, attainment distribution, program metrics) and deliver insights to leadership on plan effectiveness

• Recommend program adjustments mid-year based on market shifts, business performance, and feedback from sales leaders

• Partner with VP of RevOps to align compensation with business strategy and sales priorities; maintain regular feedback loops with Sales Leaders

• Work directly with Commission Accounting on attainment data, payouts, calculations and discrepancies

• Collaborate with Finance on budgeting, forecasting, and year-end reporting of incentive spend

• Work with People Operations on equity, total rewards strategy, and talent retention initiatives

• Communicate compensation strategy and changes to the broader organization with clarity and confidence

• 8+ years of progressive experience in sales compensation, incentive design, or related revenue operations roles (within software, SaaS, or enterprise sales environments preferred)

• Demonstrated expertise in designing and managing compensation programs for multiple sales roles and structures

• Advanced proficiency with sales compensation platforms (Xactly, Anaplan, SAP SuccessFactors, or equivalent); strong data analysis and Excel skills

• Deep understanding of CRM systems (Salesforce preferred) and comfort configuring objects, fields, and reporting for incentive programs

• Strong project management and cross-functional collaboration skills; ability to influence without authority and manage competing priorities

• Excellent communication and presentation skills; comfort translating complex compensation concepts for diverse audiences (sales teams, executives, finance, HR)

• Meticulous attention to detail; strong analytical and problem-solving abilities

• Familiarity with GDPR, CCPA, and other employment law considerations affecting compensation (particularly for global organizations)

• Experience managing compensation programs across multiple geographic regions with different regulatory requirements

• Background in financial analysis, FP&A, or accounting; understanding of revenue recognition impacts on compensation timing

• Exposure to Customer Success, Services, or other non-traditional sales comp models

• Certification in compensation (e.g., WorldatWork CECP, GRP) or related HR disciplines

• Experience at a high-growth or publicly traded software company

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