Sales Compensation Manager Jobs
Sales Compensation Manager jobs are open across technology, financial services, healthcare, manufacturing, and professional services, at every level from coordinator to director, with specializations in incentive plan design, quota setting, and variable pay analytics. Find a role that fits from the openings below and apply directly.
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ABOUT impact.com
impact.com is the world’s leading commerce partnership marketing platform, transforming the way businesses grow by enabling them to discover, manage, and scale partnerships across the entire customer journey. From affiliates and influencers to content publishers, brand ambassadors, and customer advocates, impact.com empowers brands to drive trusted, performance-based growth through authentic relationships. Its award-winning products - Performance (affiliate), Creator (influencer), and Advocate (customer referral) - unify every type of partner into one integrated platform. As consumers increasingly rely on recommendations from people and communities they trust, impact.com helps brands show up where it matters most. Today, over 5,000 global brands - including Walmart, Uber, Shopify, Lenovo, L’Oréal, and Fanatics - rely on impact.com to power more than 350,000 partnerships that deliver measurable business results.
YOUR ROLE AT impact.com:
We are seeking a Sales Incentive Compensation Manager to join the Revenue Operations organization and lead the design and optimization of sales compensation programs. This role is responsible for developing compensation plans that align seller behavior with company objectives, evaluating plan effectiveness through data and analytics, and managing compensation policy interpretation and exception handling.
This is not a payroll or commission-calculation role. Instead, the position focuses on compensation strategy, performance analysis, stakeholder alignment, and adjudication of complex compensation scenarios.
The ideal candidate combines analytical rigor, business acumen, and cross-functional collaboration skills to ensure compensation programs are equitable, scalable, motivating, and aligned with revenue goals.
WHAT YOU'LL DO:
Compensation Plan and Quota Design
- Design and maintain sales incentive compensation plans across sales, customer success, channel, and other go-to-market functions.
- Partner with Revenue Operations, FP&A, HR, Finance Incentive Compensation and GTM Leadership to translate business priorities into effective compensation structures.
- Define measures, accelerators, thresholds, and payout mechanics aligned to company objectives.
- Document compensation plans, policies, and governance processes to ensure clarity and consistency.
- Ensure plan mechanics are supportable with available systems, data, and processes.
- Analyze and recommend quotas.
- Assign quotas to new hires while tracking total effective capacity.
- Support annual compensation planning cycles and in-year plan adjustments.
Compensation Analytics & Optimization
- Analyze plan performance and seller behavior to determine whether compensation programs are driving intended outcomes.
- Develop reporting and dashboards to measure plan effectiveness, attainment distributions, cost of sales, and incentive ROI.
- Identify compensation trends, risks, unintended consequences, and opportunities for optimization.
- Conduct modeling and scenario analysis to support compensation strategy decisions.
- Provide recommendations to leadership based on data-driven insights.
- Serve as the primary Revenue Operations point of contact in the resolution of complex compensation disputes, exceptions, and ambiguous scenarios in partnership with leadership in RevOps, Sales, CS, Finance Incentive Compensation, FP&A, and HR.
Cross-Functional Partnership
- Collaborate closely with Incentive Compensation, Sales Operations, Finance, HR, Legal, and Business Systems teams.
- Partner with RevOps, GTM functions, Finance Incentive Compensation, and Payroll teams to ensure compensation plans can be operationalized effectively.
- Support communication and enablement efforts related to compensation plans and policy changes.
- Participate in strategic initiatives involving territory design, quota planning, GTM restructuring, and organizational scaling.
WHAT YOU BRING:
- 5+ years of experience in Sales Incentive Compensation
- Experience designing and administering incentive compensation plans for complex B2B SaaS organizations
- Strong analytical and modeling skills with proficiency in spreadsheets and reporting tools.
- Ability to interpret complex business scenarios and apply compensation policies consistently.
- Experience partnering cross-functionally with Sales, Finance, HR, and executive leadership.
- Strong written and verbal communication skills.
- High attention to detail and strong organizational skills.
- Experience in SaaS, technology, or high-growth environments.
- Familiarity with compensation management platforms such as Performio, Xactly, CaptivateIQ, Varicent, or similar tools.
- Experience with BI and analytics tools.
- Understanding of quota planning, territory management, and broader GTM operations processes.
SUCCESS METRICS
- Compensation plans effectively drive desired business outcomes and seller behaviors.
- Reduction in compensation disputes and exception escalations.
- Improved transparency and trust in compensation programs.
- Timely and accurate plan rollout and documentation.
- Actionable insights delivered through compensation analytics and reporting.
- Strong partnership and alignment across Revenue Operations, Finance, HR, and GTM leadership.
Salary Range: $110,000.00 - $130,000.00 per year, plus an additional 5% variable annual bonus contingent on Company performance and eligible to receive a Restricted Stock Unit (RSU) grant.
This is the pay range the Company believes is equitable for this position at the time of this posting. Consistent with applicable law, compensation will be determined based on the skills, qualifications, and experience of the applicant along with the requirements of the position, and the Company reserves the right to modify this pay range at any time.
Benefits and Perks:
At impact.com, we believe that when you’re happy and fulfilled, you do your best work. That’s why we’ve built a benefits package that supports your well-being, growth, and work-life balance.
- Medical, Dental, and Vision insurance
- Office-only catered lunch every Thursday, a healthy snack bar, and great coffee to keep you fueled
- Flexible spending accounts and 401(k)
- Flexible Working: Our Responsible PTO policy means you can take the time off you need to rest and recharge. We're committed to a positive work-life balance and provide a flexible environment that allows you to be happy and fulfilled in both your career and your personal life.
- Health and Wellness: Your well-being is a priority. Our mental health and wellness benefit includes up to 12 fully covered therapy/coaching sessions per year, with additional dependent coverage. We also offer a monthly gym reimbursement policy to support your physical health.
- A Stake in Our Growth: We offer Restricted Stock Units (RSUs) as part of our total compensation, giving you a stake in the company's growth with a 3-year vesting schedule, pending Board approval.
- Investing in Your Growth: We’re committed to your continuous learning. Take advantage of our free Coursera subscription and our PXA courses.
- Parental Support: We offer a generous parental leave policy, 26 weeks of fully paid leave for the primary caregiver and 13 weeks fully paid leave for the secondary caregiver.
- Technology Financial Support: We provide a technology stipend to help you set up your home office and a monthly allowance to cover your internet expenses.
impact.com is proud to be an equal-opportunity workplace. All employees and applicants for employment shall be given fair treatment and equal employment opportunity regardless of their race, ethnicity or ancestry, color or caste, religion or belief, age, sex (including gender identity, gender reassignment, sexual orientation, pregnancy/maternity), national origin, weight, neurodivergence, disability, marital and civil partnership status, caregiving status, veteran status, genetic information, political affiliation, or other prohibited non-merit factors.
ABOUT impact.com
impact.com is the world’s leading commerce partnership marketing platform, transforming the way businesses grow by enabling them to discover, manage, and scale partnerships across the entire customer journey. From affiliates and influencers to content publishers, brand ambassadors, and customer advocates, impact.com empowers brands to drive trusted, performance-based growth through authentic relationships. Its award-winning products - Performance (affiliate), Creator (influencer), and Advocate (customer referral) - unify every type of partner into one integrated platform. As consumers increasingly rely on recommendations from people and communities they trust, impact.com helps brands show up where it matters most. Today, over 5,000 global brands - including Walmart, Uber, Shopify, Lenovo, L’Oréal, and Fanatics - rely on impact.com to power more than 350,000 partnerships that deliver measurable business results.
YOUR ROLE AT impact.com:
We are seeking a Sales Incentive Compensation Manager to join the Revenue Operations organization and lead the design and optimization of sales compensation programs. This role is responsible for developing compensation plans that align seller behavior with company objectives, evaluating plan effectiveness through data and analytics, and managing compensation policy interpretation and exception handling.
This is not a payroll or commission-calculation role. Instead, the position focuses on compensation strategy, performance analysis, stakeholder alignment, and adjudication of complex compensation scenarios.
The ideal candidate combines analytical rigor, business acumen, and cross-functional collaboration skills to ensure compensation programs are equitable, scalable, motivating, and aligned with revenue goals.
WHAT YOU'LL DO:
Compensation Plan and Quota Design
- Design and maintain sales incentive compensation plans across sales, customer success, channel, and other go-to-market functions.
- Partner with Revenue Operations, FP&A, HR, Finance Incentive Compensation and GTM Leadership to translate business priorities into effective compensation structures.
- Define measures, accelerators, thresholds, and payout mechanics aligned to company objectives.
- Document compensation plans, policies, and governance processes to ensure clarity and consistency.
- Ensure plan mechanics are supportable with available systems, data, and processes.
- Analyze and recommend quotas.
- Assign quotas to new hires while tracking total effective capacity.
- Support annual compensation planning cycles and in-year plan adjustments.
Compensation Analytics & Optimization
- Analyze plan performance and seller behavior to determine whether compensation programs are driving intended outcomes.
- Develop reporting and dashboards to measure plan effectiveness, attainment distributions, cost of sales, and incentive ROI.
- Identify compensation trends, risks, unintended consequences, and opportunities for optimization.
- Conduct modeling and scenario analysis to support compensation strategy decisions.
- Provide recommendations to leadership based on data-driven insights.
- Serve as the primary Revenue Operations point of contact in the resolution of complex compensation disputes, exceptions, and ambiguous scenarios in partnership with leadership in RevOps, Sales, CS, Finance Incentive Compensation, FP&A, and HR.
Cross-Functional Partnership
- Collaborate closely with Incentive Compensation, Sales Operations, Finance, HR, Legal, and Business Systems teams.
- Partner with RevOps, GTM functions, Finance Incentive Compensation, and Payroll teams to ensure compensation plans can be operationalized effectively.
- Support communication and enablement efforts related to compensation plans and policy changes.
- Participate in strategic initiatives involving territory design, quota planning, GTM restructuring, and organizational scaling.
WHAT YOU BRING:
- 5+ years of experience in Sales Incentive Compensation
- Experience designing and administering incentive compensation plans for complex B2B SaaS organizations
- Strong analytical and modeling skills with proficiency in spreadsheets and reporting tools.
- Ability to interpret complex business scenarios and apply compensation policies consistently.
- Experience partnering cross-functionally with Sales, Finance, HR, and executive leadership.
- Strong written and verbal communication skills.
- High attention to detail and strong organizational skills.
- Experience in SaaS, technology, or high-growth environments.
- Familiarity with compensation management platforms such as Performio, Xactly, CaptivateIQ, Varicent, or similar tools.
- Experience with BI and analytics tools.
- Understanding of quota planning, territory management, and broader GTM operations processes.
SUCCESS METRICS
- Compensation plans effectively drive desired business outcomes and seller behaviors.
- Reduction in compensation disputes and exception escalations.
- Improved transparency and trust in compensation programs.
- Timely and accurate plan rollout and documentation.
- Actionable insights delivered through compensation analytics and reporting.
- Strong partnership and alignment across Revenue Operations, Finance, HR, and GTM leadership.
Salary Range: $110,000.00 - $130,000.00 per year, plus an additional 5% variable annual bonus contingent on Company performance and eligible to receive a Restricted Stock Unit (RSU) grant.
This is the pay range the Company believes is equitable for this position at the time of this posting. Consistent with applicable law, compensation will be determined based on the skills, qualifications, and experience of the applicant along with the requirements of the position, and the Company reserves the right to modify this pay range at any time.
Benefits and Perks:
At impact.com, we believe that when you’re happy and fulfilled, you do your best work. That’s why we’ve built a benefits package that supports your well-being, growth, and work-life balance.
- Medical, Dental, and Vision insurance
- Office-only catered lunch every Thursday, a healthy snack bar, and great coffee to keep you fueled
- Flexible spending accounts and 401(k)
- Flexible Working: Our Responsible PTO policy means you can take the time off you need to rest and recharge. We're committed to a positive work-life balance and provide a flexible environment that allows you to be happy and fulfilled in both your career and your personal life.
- Health and Wellness: Your well-being is a priority. Our mental health and wellness benefit includes up to 12 fully covered therapy/coaching sessions per year, with additional dependent coverage. We also offer a monthly gym reimbursement policy to support your physical health.
- A Stake in Our Growth: We offer Restricted Stock Units (RSUs) as part of our total compensation, giving you a stake in the company's growth with a 3-year vesting schedule, pending Board approval.
- Investing in Your Growth: We’re committed to your continuous learning. Take advantage of our free Coursera subscription and our PXA courses.
- Parental Support: We offer a generous parental leave policy, 26 weeks of fully paid leave for the primary caregiver and 13 weeks fully paid leave for the secondary caregiver.
- Technology Financial Support: We provide a technology stipend to help you set up your home office and a monthly allowance to cover your internet expenses.
impact.com is proud to be an equal-opportunity workplace. All employees and applicants for employment shall be given fair treatment and equal employment opportunity regardless of their race, ethnicity or ancestry, color or caste, religion or belief, age, sex (including gender identity, gender reassignment, sexual orientation, pregnancy/maternity), national origin, weight, neurodivergence, disability, marital and civil partnership status, caregiving status, veteran status, genetic information, political affiliation, or other prohibited non-merit factors.
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Find JobsSales Compensation Manager Job Market
A snapshot from current openings nationwide, updated as new roles post.
Who's Hiring
- Cockroach Labs2
- HP2
- Rippling2
- impact2
- ADT1
Top Industries Hiring
- Technology & Software13
- Agriculture & Farming2
- Banking & Financial Services2
- Biotechnology & Pharmaceuticals2
- Consulting & Professional Services2
What Employers Look For
The qualifications that appear most often in sales compensation manager jobs.
- 5 or more years of experience designing and administering sales incentive compensation plans
- Proficiency with at least one incentive compensation management platform such as Xactly, Anaplan, or Varicent
- Strong Excel or Google Sheets modeling skills for quota setting and commission calculations
- Experience partnering with Sales, Finance, and HR to align plans to revenue targets
- Bachelor's degree in finance, business administration, or a related quantitative field
- Familiarity with CRM data structures and Salesforce reporting to support plan audits
Tips for Your Sales Compensation Manager Job Search
Quantify plan impact on your resume
Recruiters for sales compensation roles want to see outcomes, not duties. Describe plans you designed by naming the sales team size, the type of incentive structure, and whether attainment or retention improved after rollout. Vague process descriptions get skipped.
List your compensation tools explicitly
Xactly, Anaplan, Varicent, CaptivateIQ, and Salesforce are screened by applicant tracking systems before a human reads your resume. Name every platform you have used and at what depth, even if the tool was only part of a previous project.
Target openings by go-to-market model
A sales compensation manager role at a SaaS company with a product-led growth motion is structurally different from one supporting a direct enterprise field team. Read each job description for the sales motion before applying so your cover note addresses the right plan complexity.
Apply early to roles that fit
Migrate Mate lists sales compensation manager openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Prepare a plan redesign case for interviews
Many hiring panels ask you to walk through a compensation plan you changed and why. Prepare one example that covers the original structure, the business problem it created, your redesign rationale, and the measurable outcome. Interviewers for these roles expect structured analytical thinking, not general answers.
Negotiate using scope, not title alone
When discussing offers, anchor your ask to the number of sales reps covered, the number of distinct plan types you will own, and whether the role includes system administration. Those scope factors drive comp band placement more reliably than title or years of experience at this level.
Sales Compensation Manager Jobs: Frequently Asked Questions
Which companies are hiring the most sales compensation managers?
The companies hiring the most sales compensation managers right now include Cockroach Labs, HP, and Rippling, with the largest share of openings in California, New York, and Washington, based on current listings on Migrate Mate as of June 2026. Technology and financial services companies tend to post the highest volume of these roles given the size and complexity of their sales organizations.
How many sales compensation manager jobs are remote?
About 29% of sales compensation manager openings are fully remote or hybrid as of June 2026, reflecting the analytical and systems-based nature of the work. Roles focused on plan modeling, reporting, and system administration in platforms like Xactly or Anaplan tend to have the highest remote availability, while positions that require close collaboration with field sales leadership are more likely to require in-office presence.
How do you become a sales compensation manager?
Most sales compensation managers start in sales operations, finance, or HR analytics, where they gain exposure to commission calculations and quota processes. From there, taking ownership of a specific plan or system, earning familiarity with an incentive compensation platform, and building cross-functional relationships with Sales and Finance leaders are the most direct paths. Demonstrating that you can connect plan design to business outcomes, not just administer existing structures, is what moves candidates into manager-level roles.
Can you get a sales compensation manager job without direct compensation experience?
Yes, candidates from adjacent roles in sales operations, revenue operations, or FP&A can move into sales compensation management if they can show hands-on experience with commission data, quota modeling, or incentive plan audits. Highlighting any project where you built or cleaned commission calculations, worked inside a compensation tool, or supported a plan change gives hiring managers a concrete starting point. Framing your analytical work in terms of plan design impact closes the experience gap faster than listing general finance skills.
What does the sales compensation manager interview process look like?
The process typically starts with a recruiter screen focused on your background with compensation tools and plan types, followed by a hiring manager conversation about your experience designing or modifying incentive structures. A panel round usually includes stakeholders from Sales and Finance who probe how you handle plan disputes, system audits, and cross-functional alignment. Many employers add a take-home case study asking you to model a commission plan or diagnose a quota-setting problem, so preparation with a structured example from your own work is essential.
Where can I find and apply to sales compensation manager jobs?
You can find and apply to sales compensation manager jobs on Migrate Mate, which lists current openings from across the United States. Find the roles that match your experience and compensation focus, then apply directly to each listing from the page.
See All Sales Compensation Manager Jobs
Jump back to the full list of openings and apply to any sales compensation manager role that fits.
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