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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Job Overview:
The Associate Director, Incentive Compensation Strategy & Operations leads complex, cross-functional initiatives that shape and advance strategic priorities across the Sales Compensation function. Leveraging deep sales compensation expertise, this role partners with leaders within the Compensation COE and Business Units, Sales, Finance, HR, Technology, and other functions to evaluate business challenges, develop strategic solutions, and drive enterprise initiatives to successful outcomes. The Associate Director provides thought leadership on initiatives that impact compensation strategy, organizational effectiveness, and business transformation while ensuring alignment with enterprise objectives. This role complements Compensation leadership by leading strategic workstreams and special initiatives but does not own compensation planning, plan design, or ongoing business operations.
Key Responsibilities
Act as a strategic extension of Incentive Compensation leadership, orchestrating planning, prioritization, communications, governance, and cross-functional coordination to drive execution of the COE's highest-priority initiatives.
Lead and execute strategic, cross-functional initiatives that advance Incentive Compensation priorities, drive organizational effectiveness, and support enterprise business objectives across RevOps, Sales, Finance, HR, Technology, Legal, and Operations.
Serve as a trusted advisor and subject matter expert on sales compensation strategy, evaluating business challenges, identifying risks and opportunities, and developing recommendations that align compensation philosophy with organizational goals and growth strategies.
Partner with senior leaders and stakeholders to build alignment and drive execution of complex initiatives, facilitating decision-making, resolving competing priorities, and influencing outcomes across organizational boundaries.
Lead compensation-related business transformation efforts, including organizational changes, acquisitions, new business models, operating model evolution, and other strategic initiatives impacting compensation programs and governance.
Assess and translate business strategies into compensation solutions, ensuring effective alignment between enterprise objectives, compensation design principles, implementation requirements, and long-term organizational priorities.
Provide thought leadership on compensation trends, governance, and best practices, helping shape the future direction of Incentive Compensation programs and supporting adoption of strategic initiatives through stakeholder engagement and change leadership.
Serve as a trusted advisor and subject matter expert on sales compensation strategy, evaluating business challenges, identifying risks and opportunities, and developing recommendations that align compensation philosophy with organizational goals and growth strategies.
Ideal Candidate Profile:
Bachelor’s degree and 10+ years of experience within a Sales Incentive Strategy / Operations capacity.
Proven ability to scale impact: Experience navigating the complexities of a $5B+ organization, including global footprints, legacy systems, and diverse talent pools.
Systems Thinking: The ability to see the "entire map" and understand how a change in one department ripples across the whole enterprise; experience supporting large scale business initiatives like Go-To-Market transformations (e.g. ICM/SPM implementations)
Analytical Rigor: A master of first principles thinking; you don't accept "that's how we've always done it" without data to back it up.
Financial Literacy: Strong understanding of financial levers, capital allocation, and ROI modeling.
Influence Without Authority: You can persuade teams to change their workflow through empathy and logic, not just mandate.
Resilience: The ability to stay steady and optimistic during the "trough of disillusionment" inherent in any major change.
Subject Matter Expertise: Strong understanding of incentive compensation principles, incentive compensation design, governance, system applications and dashboard creation.
Our Interview Practices
To maintain a fair and genuine hiring process, we kindly ask that all candidates participate in interviews without the assistance of AI tools or external prompts. Our interview process is designed to assess your individual skills, experiences, and communication style. We value authenticity and want to ensure we’re getting to know you—not a digital assistant. To help maintain this integrity, we ask to remove virtual backgrounds and include in-person interviews in our hiring process. Please note that use of AI-generated responses or third-party support during interviews will be grounds for disqualification from the recruitment process.
Applicants may be required to appear onsite at a Wolters Kluwer office as part of the recruitment process.
Compensation:
This role is eligible for Bonus.
Compensation range listed is based on primary location of the position. Actual base salary offer is influenced by a wide array of factors including but not limited to skills, experience and actual hiring location. Your recruiter can share more information about the specific offer for the job location during the hiring process.
Additional Information:
Wolters Kluwer offers a wide variety of competitive benefits and programs to help meet your needs and balance your work and personal life, including but not limited to: Medical, Dental, & Vision Plans, 401(k), FSA/HSA, Commuter Benefits, Tuition Assistance Plan, Vacation and Sick Time, and Paid Parental Leave. Full details of our benefits are available upon request.
Job Overview:
The Associate Director, Incentive Compensation Strategy & Operations leads complex, cross-functional initiatives that shape and advance strategic priorities across the Sales Compensation function. Leveraging deep sales compensation expertise, this role partners with leaders within the Compensation COE and Business Units, Sales, Finance, HR, Technology, and other functions to evaluate business challenges, develop strategic solutions, and drive enterprise initiatives to successful outcomes. The Associate Director provides thought leadership on initiatives that impact compensation strategy, organizational effectiveness, and business transformation while ensuring alignment with enterprise objectives. This role complements Compensation leadership by leading strategic workstreams and special initiatives but does not own compensation planning, plan design, or ongoing business operations.
Key Responsibilities
Act as a strategic extension of Incentive Compensation leadership, orchestrating planning, prioritization, communications, governance, and cross-functional coordination to drive execution of the COE's highest-priority initiatives.
Lead and execute strategic, cross-functional initiatives that advance Incentive Compensation priorities, drive organizational effectiveness, and support enterprise business objectives across RevOps, Sales, Finance, HR, Technology, Legal, and Operations.
Serve as a trusted advisor and subject matter expert on sales compensation strategy, evaluating business challenges, identifying risks and opportunities, and developing recommendations that align compensation philosophy with organizational goals and growth strategies.
Partner with senior leaders and stakeholders to build alignment and drive execution of complex initiatives, facilitating decision-making, resolving competing priorities, and influencing outcomes across organizational boundaries.
Lead compensation-related business transformation efforts, including organizational changes, acquisitions, new business models, operating model evolution, and other strategic initiatives impacting compensation programs and governance.
Assess and translate business strategies into compensation solutions, ensuring effective alignment between enterprise objectives, compensation design principles, implementation requirements, and long-term organizational priorities.
Provide thought leadership on compensation trends, governance, and best practices, helping shape the future direction of Incentive Compensation programs and supporting adoption of strategic initiatives through stakeholder engagement and change leadership.
Serve as a trusted advisor and subject matter expert on sales compensation strategy, evaluating business challenges, identifying risks and opportunities, and developing recommendations that align compensation philosophy with organizational goals and growth strategies.
Ideal Candidate Profile:
Bachelor’s degree and 10+ years of experience within a Sales Incentive Strategy / Operations capacity.
Proven ability to scale impact: Experience navigating the complexities of a $5B+ organization, including global footprints, legacy systems, and diverse talent pools.
Systems Thinking: The ability to see the "entire map" and understand how a change in one department ripples across the whole enterprise; experience supporting large scale business initiatives like Go-To-Market transformations (e.g. ICM/SPM implementations)
Analytical Rigor: A master of first principles thinking; you don't accept "that's how we've always done it" without data to back it up.
Financial Literacy: Strong understanding of financial levers, capital allocation, and ROI modeling.
Influence Without Authority: You can persuade teams to change their workflow through empathy and logic, not just mandate.
Resilience: The ability to stay steady and optimistic during the "trough of disillusionment" inherent in any major change.
Subject Matter Expertise: Strong understanding of incentive compensation principles, incentive compensation design, governance, system applications and dashboard creation.
Our Interview Practices
To maintain a fair and genuine hiring process, we kindly ask that all candidates participate in interviews without the assistance of AI tools or external prompts. Our interview process is designed to assess your individual skills, experiences, and communication style. We value authenticity and want to ensure we’re getting to know you—not a digital assistant. To help maintain this integrity, we ask to remove virtual backgrounds and include in-person interviews in our hiring process. Please note that use of AI-generated responses or third-party support during interviews will be grounds for disqualification from the recruitment process.
Applicants may be required to appear onsite at a Wolters Kluwer office as part of the recruitment process.
Compensation:
This role is eligible for Bonus.
Compensation range listed is based on primary location of the position. Actual base salary offer is influenced by a wide array of factors including but not limited to skills, experience and actual hiring location. Your recruiter can share more information about the specific offer for the job location during the hiring process.
Additional Information:
Wolters Kluwer offers a wide variety of competitive benefits and programs to help meet your needs and balance your work and personal life, including but not limited to: Medical, Dental, & Vision Plans, 401(k), FSA/HSA, Commuter Benefits, Tuition Assistance Plan, Vacation and Sick Time, and Paid Parental Leave. Full details of our benefits are available upon request.
Sales Compensation Manager Jobs by Experience Level
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Find JobsSales Compensation Manager Job Market
Who's Hiring
Top Industries Hiring
- Technology & Software
- Insurance
- Agriculture & Farming
- Retail
- Cybersecurity
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 Thermo Fisher Scientific, Amazon Web Services, and HP, with the largest share of openings in Texas, California, and New York, based on current listings on Migrate Mate as of August 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 85% of sales compensation manager openings are fully remote or hybrid as of August 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 86 Sales Compensation Manager Jobs
Find roles that match your experience and apply in just a few clicks.
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