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Job Category
Finance and Operations
Job Details
The Incentive Compensation Strategy Director is a strategic business partner who leads worldwide incentive compensation strategy and the compensation design-to-deployment process for a specific business unit(s).
A hybrid of traditional jobs in compensation, finance, sales operations, and strategic planning, this role is essential to supporting the striking growth of the Salesforce sales teams
Success in this role means:
Designing incentive compensation plans that are clear, measurable, cost-efficient, and effective.
C ommunicating compensation design and strategy effectively in executive level meetings and broader sales trainings – visually (in slides, email, and other material) and verbally (in live meetings). A collaborative doer who can establish strong working relationships with sales leaders.
Leadership Management to guide a team of Designers, help navigate complex issues to find viable solutions, unblock roadblocks the team may face, and build stron personal credibility and motivate performance excellence.
Responsibilities range from strategic (developing compensation recommendations based on business objectives, influencing and building consensus among leaders) to operational (working across teams to ensure metrics can be tracked and systems updated so employees are paid accurately and on-time)
The candidate should be familiar with how software companies go-to-market in order to align incentives with the responsibilities of different roles (e.g. sales development reps, account executives, industry specialists, product overlays, customer success, etc.)
The best candidates have the ability to absorb strategic vision from leadership, synthesize, and apply that vision across all the various roles at the company
Key Responsibilities:
You lead incentive compensation strategy to orchestrate impactful incentive planning and execution and proactively navigate challenges as they arise.
Your typical day will range from working with sales leaders, checking in with your cross-functional team members, to ensure right partners clear roadblocks, securing final decisions and approvals, and collaborating with colleagues.
Establish strong relationships with sales leaders and support teams to fully understand their needs and perspective
Lead and improve upon the incentive compensation design-to-deployment process for specific business groups:
identify strategic business objectives, assess success of current incentives, propose new incentive designs, influence leaders to align on outcomes, and persuasively explain new incentives to leaders and employees
Project lead deployment solutions across multiple teams
A different team will administer the plans and make updates to Salesforce’s compensation systems. However, this role will develop a high level understanding of Salesforce’s compensation systems so that systems capabilities are considered during the incentive design phase
Have courageous and candid conversations with sales leadership to address their concerns and evaluate unique circumstances that fall outside current comp programs and policies (e.g., plan design exception requests)
Design temporary incentives (e.g. “SPIFFs”) to support short term strategic priorities
Work with Finance to predict the cost of incentive compensation programs and plan overall design strategy
Provide thoughtful leadership and insight to develop a team of Designers. Drive the incentive strategy and guiding principles aligned to business decisions.
Desired Skills/Experience:
10+ years experience in a functional organization; related or consulting experience, high tech industry, 2+ years of management experience
Knowledge of incentive plan structures (components, quotas, accelerators, pay mix, and on-target earnings)
Self-starter capable of independently driving projects to completion
Outstanding problem solving skills: proven track record to structure sophisticated problems and develop solutions
Strong presentation skills, especially related to building compelling PowerPoint presentations and communicating decisions to executive leadership
Project management skills and ability to partner across functional areas (e.g., Sales, Finance, Operations, and HR)
Ability to quickly ramp on collaboration technologies (Smartsheets, Quip)
Strong G Suite skills
Salesforce.com (http://salesforce.com/) organization and product knowledge is a plus
For Colorado-based roles: Minimum annual salary of $146,200. You may also be entitled to receive bonus, restricted stock units, and benefits.
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