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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Showing 5 of 77+ Sales Compensation Manager jobs
About the Role:
Grade Level (for internal use):
10Sales Compensation Analyst – Financial Modelling and Planning
The Team
We are a high-accountability, globally connected Sales Compensation team that values disciplined execution, a strong sense of urgency, and end-to-end ownership. We expect our people to understand the full lifecycle of their work, anticipate downstream impacts, and communicate outcomes with exceptional clarity, whether supporting our broad population of 1,500+ plan participants or partnering with C-level executives. We value precision, responsiveness, sound judgment, collaboration, and people who take ownership through to resolution.
Responsibilities and Impact
This is a role for a quantitative specialist who thinks in models, simulates before deciding, and translates data into decisions. As S&P Global Market Intelligence's financial engine for sales compensation planning, you will design and run the simulation and scenario models that govern incentive spend across the global sales force — stress-testing plan structures, forecasting commission accruals, and delivering the predictive analytics that keep compensation spend aligned with divisional financial targets. This role works in both directions: modelling what could happen before a decision is made, and measuring what actually happened afterward — so that every plan design choice is grounded in evidence, not assumption.
- Build and execute dynamic financial forecasting models using Python (NumPy/Pandas) and advanced Excel/Power Query — simulating sales compensation expense under variable performance distributions, modelling global commission accruals, and cross-referencing run-rate performance with historic seasonality trends to support FP&A alignment and month-end payout estimates.
- Perform multi-variable stress-testing and sensitivity analyses on proposed compensation structures — including shifts in accelerator tiers, commission caps, milestone bonuses, and quota changes — to forecast risk boundaries and tail-risk exposure, while constructing statistical attainment distributions to surface plan distortions, windfall payouts, and quota cliffs across global sales territories.
- Design and compute plan effectiveness metrics — analysing the correlation between compensation expense, product line profitability, and net new Annual Contract Value (ACV), and evaluating the ROI and behavioural impact of non-standard incentive programs including SPIFFs, strategic account bonuses, and multi-year contract multipliers.
- Develop and maintain automated Power BI executive dashboards tracking global commission expense ratios, average realisation rates, CAC/COC ratios, and quota attainment curves — translating complex quantitative modelling outputs into clear, narrative-driven executive presentations and briefing decks for Commercial and Finance leadership.
- Build reusable, script-based scenario calculators using Python, SQL, and Alteryx — enabling compensation strategists to rapidly simulate mid-year crediting and plan adjustments — while maintaining version-controlled mathematical repositories for longitudinal baseline comparisons across fiscal cycles.
- Partner with Data Architecture teams to automate data ingestion from enterprise data warehouses into financial modelling workspaces, ensuring pipeline integrity, data freshness, and modelling accuracy across all forecasting and planning outputs.
Compensation and Benefits (US Candidates Only)
S&P Global states that the anticipated base salary range for this position is $70,817 to $125,091. Final base salary for this role will be based on the individual's geographic location, as well as experience level, skill set, training, licenses and certifications.
In addition to base compensation, this role is eligible for an annual incentive plan. This role is eligible to receive additional S&P Global benefits. For more information on the benefits we provide to our employees, please visit: https://spgbenefits.com/benefit-summaries
What We Are Looking For
Basic Required Qualifications
- Experience: 5+ years in financial modelling, quantitative compensation analysis, corporate FP&A, or incentive strategy within a multinational organisation.
- Advanced Financial Modelling: Proven experience building nested logic models, dynamic array models, and Monte Carlo or multi-variable sensitivity simulations for large-scale compensation expense forecasting and risk quantification.
- Coding and Automation: Hands-on experience using Python (Pandas/NumPy) or Alteryx for data manipulation and programmatic financial modelling, combined with advanced SQL querying capability across large, multi-table datasets.
- Power BI Development: Demonstrated experience building sophisticated Power BI data visualisation models using advanced DAX measures and star-schema architectures for executive-level reporting.
- Strategic Communication: Demonstrated experience synthesising complex quantitative modelling outputs — including forecast results, stress-test findings, and attainment analyses — into clear, structured recommendations for senior Finance and Commercial executives.
Additional Preferred Qualifications
- Experience using corporate financial planning tools — Adaptive Insights, Anaplan, or Workday Adaptive — in a compensation or revenue planning context.
- Experience applying Monte Carlo simulation or probabilistic modelling techniques to sales compensation forecasting and tail-risk exposure quantification.
- Experience constructing attainment distribution analyses and quota cliff assessments to identify plan design distortions across global sales territories.
- Experience analysing the correlation between compensation expense ratios — including CAC and COC ratios — and product line profitability or net new ACV in a B2B SaaS or subscription-based sales environment.
- Experience building and maintaining version-controlled financial modelling repositories with longitudinal baseline data for multi-year compensation plan performance comparisons.
- Experience partnering with Data Architecture or Data Engineering teams to design automated data ingestion pipelines from enterprise data warehouses into financial modelling workspaces.
- Experience using Python SciPy, Statsmodels, or R for advanced statistical modelling — including regression analysis and distribution fitting — in a sales compensation or FP&A context.
Right to Work Requirements
This role is limited to persons with indefinite right to work in the United States.
Return to Work — Restart
Have you taken time out for caring responsibilities and are now looking to return to work? As part of our Return to Work initiative, Restart, we are encouraging enthusiastic and talented returners to apply, and will actively support your return to the workplace.
What’s In It For You?
Our Mission:
Advancing Essential Intelligence.
Our People:
We're more than 35,000 strong worldwide—so we're able to understand nuances while having a broad perspective. Our team is driven by curiosity and a shared belief that Essential Intelligence can help build a more prosperous future for us all.From finding new ways to measure sustainability to analyzing energy transition across the supply chain to building workflow solutions that make it easy to tap into insight and apply it. We are changing the way people see things and empowering them to make an impact on the world we live in. We’re committed to a more equitable future and to helping our customers find new, sustainable ways of doing business. Join us and help create the critical insights that truly make a difference.
Our Values:
Integrity, Discovery, Partnership
Throughout our history, the world's leading organizations have relied on us for the Essential Intelligence they need to make confident decisions about the road ahead. We start with a foundation of integrity in all we do, bring a spirit of discovery to our work, and collaborate in close partnership with each other and our customers to achieve shared goals.
Benefits:
We take care of you, so you can take care of business. We care about our people. That’s why we provide everything you—and your career—need to thrive at S&P Global.
Our benefits include:
Health & Wellness: Health care coverage designed for the mind and body.
Flexible Downtime: Generous time off helps keep you energized for your time on.
Continuous Learning: Access a wealth of resources to grow your career and learn valuable new skills.
Invest in Your Future: Secure your financial future through competitive pay, retirement planning, a continuing education program with a company-matched student loan contribution, and financial wellness programs.
Family Friendly Perks: It’s not just about you. S&P Global has perks for your partners and little ones, too, with some best-in class benefits for families.
Beyond the Basics: From retail discounts to referral incentive awards—small perks can make a big difference.
For more information on benefits by country visit: https://spgbenefits.com/benefit-summaries
Global Hiring and Opportunity at S&P Global:
At S&P Global, we are committed to fostering a connected and engaged workplace where all individuals have access to opportunities based on their skills, experience, and contributions. Our hiring practices emphasize fairness, transparency, and merit, ensuring that we attract and retain top talent. By valuing different perspectives and promoting a culture of respect and collaboration, we drive innovation and power global markets.
Recruitment Fraud Alert:
If you receive an email from a spglobalind.com domain or any other regionally based domains, it is a scam and should be reported to reportfraud@spglobal.com . S&P Global never requires any candidate to pay money for job applications, interviews, offer letters, “pre-employment training” or for equipment/delivery of equipment. Stay informed and protect yourself from recruitment fraud by reviewing our guidelines, fraudulent domains, and how to report suspicious activity here .
-
Equal Opportunity Employer
S&P Global is an equal opportunity employer and all qualified candidates will receive consideration for employment without regard to race/ethnicity, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, marital status, military veteran status, unemployment status, or any other status protected by law. Only electronic job submissions will be considered for employment.
If you need an accommodation during the application process due to a disability, please send an email to: EEO.Compliance@spglobal.com and your request will be forwarded to the appropriate person.
US Candidates Only: Know Your Rights: Workplace discrimination is illegal
-
202 - Middle Professional (EEO Job Group) (inactive), 20 - Professional (EEO-2 Job Categories-United States of America), FINANC202.1 - Middle Professional Tier I (EEO Job Group)About the Role:
Grade Level (for internal use):
10Sales Compensation Analyst – Financial Modelling and Planning
The Team
We are a high-accountability, globally connected Sales Compensation team that values disciplined execution, a strong sense of urgency, and end-to-end ownership. We expect our people to understand the full lifecycle of their work, anticipate downstream impacts, and communicate outcomes with exceptional clarity, whether supporting our broad population of 1,500+ plan participants or partnering with C-level executives. We value precision, responsiveness, sound judgment, collaboration, and people who take ownership through to resolution.
Responsibilities and Impact
This is a role for a quantitative specialist who thinks in models, simulates before deciding, and translates data into decisions. As S&P Global Market Intelligence's financial engine for sales compensation planning, you will design and run the simulation and scenario models that govern incentive spend across the global sales force — stress-testing plan structures, forecasting commission accruals, and delivering the predictive analytics that keep compensation spend aligned with divisional financial targets. This role works in both directions: modelling what could happen before a decision is made, and measuring what actually happened afterward — so that every plan design choice is grounded in evidence, not assumption.
- Build and execute dynamic financial forecasting models using Python (NumPy/Pandas) and advanced Excel/Power Query — simulating sales compensation expense under variable performance distributions, modelling global commission accruals, and cross-referencing run-rate performance with historic seasonality trends to support FP&A alignment and month-end payout estimates.
- Perform multi-variable stress-testing and sensitivity analyses on proposed compensation structures — including shifts in accelerator tiers, commission caps, milestone bonuses, and quota changes — to forecast risk boundaries and tail-risk exposure, while constructing statistical attainment distributions to surface plan distortions, windfall payouts, and quota cliffs across global sales territories.
- Design and compute plan effectiveness metrics — analysing the correlation between compensation expense, product line profitability, and net new Annual Contract Value (ACV), and evaluating the ROI and behavioural impact of non-standard incentive programs including SPIFFs, strategic account bonuses, and multi-year contract multipliers.
- Develop and maintain automated Power BI executive dashboards tracking global commission expense ratios, average realisation rates, CAC/COC ratios, and quota attainment curves — translating complex quantitative modelling outputs into clear, narrative-driven executive presentations and briefing decks for Commercial and Finance leadership.
- Build reusable, script-based scenario calculators using Python, SQL, and Alteryx — enabling compensation strategists to rapidly simulate mid-year crediting and plan adjustments — while maintaining version-controlled mathematical repositories for longitudinal baseline comparisons across fiscal cycles.
- Partner with Data Architecture teams to automate data ingestion from enterprise data warehouses into financial modelling workspaces, ensuring pipeline integrity, data freshness, and modelling accuracy across all forecasting and planning outputs.
Compensation and Benefits (US Candidates Only)
S&P Global states that the anticipated base salary range for this position is $70,817 to $125,091. Final base salary for this role will be based on the individual's geographic location, as well as experience level, skill set, training, licenses and certifications.
In addition to base compensation, this role is eligible for an annual incentive plan. This role is eligible to receive additional S&P Global benefits. For more information on the benefits we provide to our employees, please visit: https://spgbenefits.com/benefit-summaries
What We Are Looking For
Basic Required Qualifications
- Experience: 5+ years in financial modelling, quantitative compensation analysis, corporate FP&A, or incentive strategy within a multinational organisation.
- Advanced Financial Modelling: Proven experience building nested logic models, dynamic array models, and Monte Carlo or multi-variable sensitivity simulations for large-scale compensation expense forecasting and risk quantification.
- Coding and Automation: Hands-on experience using Python (Pandas/NumPy) or Alteryx for data manipulation and programmatic financial modelling, combined with advanced SQL querying capability across large, multi-table datasets.
- Power BI Development: Demonstrated experience building sophisticated Power BI data visualisation models using advanced DAX measures and star-schema architectures for executive-level reporting.
- Strategic Communication: Demonstrated experience synthesising complex quantitative modelling outputs — including forecast results, stress-test findings, and attainment analyses — into clear, structured recommendations for senior Finance and Commercial executives.
Additional Preferred Qualifications
- Experience using corporate financial planning tools — Adaptive Insights, Anaplan, or Workday Adaptive — in a compensation or revenue planning context.
- Experience applying Monte Carlo simulation or probabilistic modelling techniques to sales compensation forecasting and tail-risk exposure quantification.
- Experience constructing attainment distribution analyses and quota cliff assessments to identify plan design distortions across global sales territories.
- Experience analysing the correlation between compensation expense ratios — including CAC and COC ratios — and product line profitability or net new ACV in a B2B SaaS or subscription-based sales environment.
- Experience building and maintaining version-controlled financial modelling repositories with longitudinal baseline data for multi-year compensation plan performance comparisons.
- Experience partnering with Data Architecture or Data Engineering teams to design automated data ingestion pipelines from enterprise data warehouses into financial modelling workspaces.
- Experience using Python SciPy, Statsmodels, or R for advanced statistical modelling — including regression analysis and distribution fitting — in a sales compensation or FP&A context.
Right to Work Requirements
This role is limited to persons with indefinite right to work in the United States.
Return to Work — Restart
Have you taken time out for caring responsibilities and are now looking to return to work? As part of our Return to Work initiative, Restart, we are encouraging enthusiastic and talented returners to apply, and will actively support your return to the workplace.
What’s In It For You?
Our Mission:
Advancing Essential Intelligence.
Our People:
We're more than 35,000 strong worldwide—so we're able to understand nuances while having a broad perspective. Our team is driven by curiosity and a shared belief that Essential Intelligence can help build a more prosperous future for us all.From finding new ways to measure sustainability to analyzing energy transition across the supply chain to building workflow solutions that make it easy to tap into insight and apply it. We are changing the way people see things and empowering them to make an impact on the world we live in. We’re committed to a more equitable future and to helping our customers find new, sustainable ways of doing business. Join us and help create the critical insights that truly make a difference.
Our Values:
Integrity, Discovery, Partnership
Throughout our history, the world's leading organizations have relied on us for the Essential Intelligence they need to make confident decisions about the road ahead. We start with a foundation of integrity in all we do, bring a spirit of discovery to our work, and collaborate in close partnership with each other and our customers to achieve shared goals.
Benefits:
We take care of you, so you can take care of business. We care about our people. That’s why we provide everything you—and your career—need to thrive at S&P Global.
Our benefits include:
Health & Wellness: Health care coverage designed for the mind and body.
Flexible Downtime: Generous time off helps keep you energized for your time on.
Continuous Learning: Access a wealth of resources to grow your career and learn valuable new skills.
Invest in Your Future: Secure your financial future through competitive pay, retirement planning, a continuing education program with a company-matched student loan contribution, and financial wellness programs.
Family Friendly Perks: It’s not just about you. S&P Global has perks for your partners and little ones, too, with some best-in class benefits for families.
Beyond the Basics: From retail discounts to referral incentive awards—small perks can make a big difference.
For more information on benefits by country visit: https://spgbenefits.com/benefit-summaries
Global Hiring and Opportunity at S&P Global:
At S&P Global, we are committed to fostering a connected and engaged workplace where all individuals have access to opportunities based on their skills, experience, and contributions. Our hiring practices emphasize fairness, transparency, and merit, ensuring that we attract and retain top talent. By valuing different perspectives and promoting a culture of respect and collaboration, we drive innovation and power global markets.
Recruitment Fraud Alert:
If you receive an email from a spglobalind.com domain or any other regionally based domains, it is a scam and should be reported to reportfraud@spglobal.com . S&P Global never requires any candidate to pay money for job applications, interviews, offer letters, “pre-employment training” or for equipment/delivery of equipment. Stay informed and protect yourself from recruitment fraud by reviewing our guidelines, fraudulent domains, and how to report suspicious activity here .
-
Equal Opportunity Employer
S&P Global is an equal opportunity employer and all qualified candidates will receive consideration for employment without regard to race/ethnicity, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, marital status, military veteran status, unemployment status, or any other status protected by law. Only electronic job submissions will be considered for employment.
If you need an accommodation during the application process due to a disability, please send an email to: EEO.Compliance@spglobal.com and your request will be forwarded to the appropriate person.
US Candidates Only: Know Your Rights: Workplace discrimination is illegal
-
202 - Middle Professional (EEO Job Group) (inactive), 20 - Professional (EEO-2 Job Categories-United States of America), FINANC202.1 - Middle Professional Tier I (EEO Job Group)Sales Compensation Manager Jobs by Experience Level
See All 77 Sales Compensation Manager Jobs
Find roles that match your experience and apply in just a few clicks.
Find JobsSales Compensation Manager Job Market
Who's Hiring
Top Industries Hiring
- Technology & Software
- Retail
- Healthcare & Medical Services
- E-Commerce & Online Marketplaces
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 Altivera Medical, Meta, and EK Health Services, with the largest share of openings in California, New York, and Texas, based on current listings on Migrate Mate as of November 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 89% of sales compensation manager openings are fully remote or hybrid as of November 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 77 Sales Compensation Manager Jobs
Find roles that match your experience and apply in just a few clicks.
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