Sales Compensation Analyst (Strategic Incentive Programs & Payee Lifecycle)

Overview

This role serves as operational owner for global SPIFF programs and end-to-end payee lifecycle management, ensuring compensation events—from a seller’s first day through final commission payment—are calculated precisely, governed rigorously, and resolved with integrity.

Key focus areas include SPIFF operations, payee lifecycle workflows (including effective-dated adjustments and offboarding), dispute resolution, and audit-ready governance supporting internal and external SOX testing.

Responsibilities

• Own end-to-end SPIFF operations

  • Translate commercial campaign briefs into qualification criteria, crediting logic, and system rate tables
  • Build automated tracking engines using SQL, Python, or Alteryx to monitor real-time attainment and prevent duplicate claims, eligibility mismatches, and off-policy spend
  • Execute all calculations
  • Deliver post-campaign ROI analytics and spend assessments using Power BI
  • Archive eligibility criteria, budget sign-offs, and documentation for audit-readiness

• Architect and execute active payee lifecycle workflows

  • Manage system setup, prorated quota assignments, draw and guarantee schedules, and ramping accelerators for new hires
  • Model and execute effective-dated target adjustments and split crediting rules for mid-year promotions and role changes
  • Calculate quota relief, crediting freezes, and temporary account coverage allocations for leaves of absence in line with regional labor policies and commercial guidelines

• Own departure and offboarding precision

  • Compute final commission settlements, accelerated vesting, trailing pipeline revenue, and exit reconciliation packages for terminations
  • Manage post-departure claw back reconciliations
  • Build automated, script-based routines linking HRIS platforms (including Workday) with enterprise compensation engines to detect personnel changes, effective-date discrepancies, and reporting line anomalies ahead of payroll processing

• Conduct forensic financial investigations and resolve disputes

  • Lead evidence-based technical investigations into high-value sales disputes, contested crediting splits, and payout grievances
  • Model net financial impact of deal cancellations, de-bookings, retroactive invoicing revisions, and claw back schedules
  • Prepare objective, data-backed recalculation findings with clear step-by-step mathematical explanations for commercial representatives and sales leadership
  • Partner with Legal and People Partners on sensitive executive escalations requiring precise scenario modeling

• Serve as operational governance and audit liaison

  • Partner with the centralized Governance and Compliance team to operationalize compensation policies
  • Compile audit-ready exception packages for manual overrides, custom draws, departure payouts, and non-standard SPIFF rewards
  • Provide calculation extracts, system logs, approval documentation, and payee lifecycle audit trails for internal and external SOX testing upon request

Requirements

Basic Required Qualifications

• Experience: 5+ years in sales compensation administration, incentive program management, or sales operations within a multinational organization
• Incentive Program and SPIFF Expertise: Proven track record designing, tracking, and executing tactical commercial incentive programs, SPIFFs, and accelerator campaigns with rigorous budget controls and full audit documentation
• Payee Lifecycle: Demonstrated experience managing payee lifecycle mechanics including quota proration, draw and guarantee accounting, effective-dated crediting, leave of absence adjustments, and final offboarding commission calculations
• SQL and Automation: Advanced SQL proficiency for querying multi-table databases, HRIS tables, and transaction ledgers; plus hands-on experience using at least one automation or reconciliation tool: Python/Pandas, Alteryx, or Excel/VBA to reconcile HR data against compensation engines
• Enterprise Platforms: Practical administration experience with at least one enterprise incentive platform: Varicent, Xactly, Anaplan, or SAP Commissions; and at least one HRIS platform, including Workday

Preferred Qualifications

• Experience building automated SPIFF tracking engines or reconciliation routines integrating HRIS data with enterprise compensation systems in real time
• Experience conducting post-campaign ROI analytics and spend assessments using Power BI, including presenting commercial velocity and incentive effectiveness insights to sales leadership
• Demonstrated experience conducting technical, evidence-based financial investigations into high-value sales disputes, contested crediting splits, and payout grievances, including modeling net financial impact of deal cancellations, de-bookings, and retroactive adjustments
• Experience compiling audit-ready exception packages and SOX documentation, including calculation extracts, system logs, approval records, and payee lifecycle audit trails, in support of internal and external audit testing
• Experience partnering with Legal and People Partners on sensitive executive compensation escalations and unique dispute resolution scenarios
• Experience translating complex commission calculations, SPIFF qualification criteria, and lifecycle adjustments into clear, non-technical explanations for sales representatives and commercial leadership
• Experience supporting compensation continuity during organizational changes (corporate transactions, spinoffs, or workforce reductions) by mapping affected payee structures and ensuring accurate lifecycle adjustments throughout the transition

Compensation & Benefits (US Candidates Only)

• Anticipated base salary range: $70,817 to $125,091
• Final base salary will be based on geographic location and experience level, skill set, and training, plus relevant licenses and certifications
• Annual incentive plan: eligible
• Additional benefits: eligible

Location

• Virtual, United Kingdom

Right to Work Requirements

• This role is limited to persons with indefinite right to work in the United States.

Additional Information

• Posted On: 2026-11-02
• Job ID: 332272

Equal Opportunity Employer

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.