Head Sales of Compensation Strategy

Voorhees, NJ, United States

Position Type :

Full time

Type Of Hire :

Experienced (relevant combo of work and education)

Education Desired :

Bachelor's Degree

Travel Percentage :

5 - 10%

Job Description

Overview

As the Head of Sales Compensation Strategy, you will be instrumental in crafting, executing, and overseeing our sales compensation plans. Your primary focus will be to align these plans with our business objectives and growth goals, while ensuring that we maintain a competitive position in the market. In addition to compensation strategy and plan design, you will play a key role in quota assignment and sales credit attribution. Your strategic insights and analytical prowess will be pivotal in ensuring that our compensation structures effectively incentivize sales representatives and drive revenue growth.

What you will be doing:

Develop and refine sales compensation strategies that align with organizational goals and market dynamics. Ensure that plans effectively balance quotas, sales credit, and territory management to drive desired sales outcomes.

Lead the design, implementation, and communication of sales compensation plans. Incorporate quota allocation methodologies, sales credit attribution models, and territory management principles to create competitive and motivating compensation structures.

Utilize data analytics to evaluate the performance and effectiveness of sales compensation plans. Identify opportunities for optimization to enhance sales productivity, revenue generation, and quota attainment. Continuously refine plans based on performance metrics and market feedback.

Ensure that sales compensation plans comply with legal and regulatory requirements. Establish robust governance processes to promote transparency, fairness, and compliance in quota setting, sales credit allocation, and territory management practices.

Collaborate with finance, TPO, revenue operations, and sales leadership teams to streamline processes related to sales compensation execution and support. Coordinate efforts to align quota setting, sales credit attribution, and territory management with organizational objectives and sales strategy.

Partner with sales enablement and sales performance teams to develop training programs and resources that educate sales representatives on sales compensation plans. Empower sales teams with the knowledge and tools needed to maximize earnings through effective quota management, sales credit optimization, and territory utilization.

Stay abreast of industry best practices and emerging trends in sales compensation, quota management, sales credit attribution, and territory optimization. Drive continuous improvement initiatives to evolve and refine sales compensation programs in line with evolving business needs and market dynamics.

Qualifications

Develop and refine sales compensation strategies that align with organizational goals and market dynamics. Ensure that plans effectively balance quotas, sales credit, and territory management to drive desired sales outcomes.

Lead the design, implementation, and communication of sales compensation plans. Incorporate quota allocation methodologies, sales credit attribution models, and territory management principles to create competitive and motivating compensation structures.

Utilize data analytics to evaluate the performance and effectiveness of sales compensation plans. Identify opportunities for optimization to enhance sales productivity, revenue generation, and quota attainment. Continuously refine plans based on performance metrics and market feedback.

Ensure that sales compensation plans comply with legal and regulatory requirements. Establish robust governance processes to promote transparency, fairness, and compliance in quota setting, sales credit allocation, and territory management practices.

Collaborate with finance, TPO, revenue operations, and sales leadership teams to streamline processes related to sales compensation execution and support. Coordinate efforts to align quota setting, sales credit attribution, and territory management with organizational objectives and sales strategy.

Partner with sales enablement and sales performance teams to develop training programs and resources that educate sales representatives on sales compensation plans. Empower sales teams with the knowledge and tools needed to maximize earnings through effective quota management, sales credit optimization, and territory utilization.

Stay abreast of industry best practices and emerging trends in sales compensation, quota management, sales credit attribution, and territory optimization. Drive continuous improvement initiatives to evolve and refine sales compensation programs in line with evolving business needs and market dynamics.

Preferred Additional Skills

Experience in the technology or SaaS industry.

Certification in sales compensation or related field (e.g., Certified Sales Compensation Professional).

Familiarity with sales performance management software and tools.

Proven track record of success in a fast-paced, dynamic environment with rapidly changing priorities.

At FIS, we are as committed to growing our employees' careers as our own business.

We offer:

A multifaceted job with a high degree of responsibility and a broad spectrum of opportunities

A competitive salary and benefits

Time to support charities and give back to your community

A fantastic range of benefits designed to help support your lifestyle and well being

401K match and Employee Stock Purchase Program

Privacy Statement

FIS is committed to protecting the privacy and security of all personal information that we process in order to provide services to our clients. For specific information on how FIS protects personal information online, please see the Online Privacy Notice.

EEOC Statement

FIS is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, marital status, genetic information, national origin, disability, veteran status, and other protected characteristics. The EEO is the Law poster is available here supplement document available here

For positions located in the US, the following conditions apply. If you are made a conditional offer of employment, you will be required to undergo a drug test. ADA Disclaimer: In developing this job description care was taken to include all competencies needed to successfully perform in this position. However, for Americans with Disabilities Act (ADA) purposes, the essential functions of the job may or may not have been described for purposes of ADA reasonable accommodation. All reasonable accommodation requests will be reviewed and evaluated on a case-by-case basis.

Sourcing Model

Recruitment at FIS works primarily on a direct sourcing model; a relatively small portion of our hiring is through recruitment agencies. FIS does not accept resumes from recruitment agencies which are not on the preferred supplier list and is not responsible for any related fees for resumes submitted to job postings, our employees, or any other part of our company.

#pridepass

FIS is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, marital status, genetic information, national origin, disability, veteran status, and other protected characteristics. The EEO is the Law poster is available here: http://www1.eeoc.gov/employers/upload/eeoc_self_print_poster.pdf

For positions located in the US, the conditions below apply.

If you are made a conditional offer of employment, you will be required to undergo a drug test and background check (including criminal record check)

ADA Disclaimer: In developing this job description care was taken to include all competencies needed to successfully perform in this position. However, for Americans with Disabilities Act (ADA) purposes, the essential functions of the job may or may not have been described for purposes of ADA reasonable accommodation. All reasonable accommodation requests will be reviewed and evaluated on a case-by-case basis.