Senior Manager Sales Compensation and Strategy

Job description

About Remote

Remote is solving modern organizations’ biggest challenge – navigating global employment compliantly with ease. We make it possible for businesses of all sizes to recruit, pay, and manage international teams. With our core values at heart and future focused work culture, our team works tirelessly on ambitious problems, asynchronously, around the world. You can find Remoters working from 6 different continents (Antarctica left to go!) and all of our positions are fully remote.

We encourage every member of the Remote team to bring their talents, experiences and culture to the table to help us build the best-in-class HR platform.

If you are energetic, curious, motivated and ambitious, be part of our world. Apply now and define the future of work!

What this job can offer you

This is an exciting time to join Remote and make a personal difference in the global employment space as Senior Manager, Sales Compensation and Strategy within our Revenue Operations team.

We’re seeking a highly motivated, driven compensation professional to manage the Go-to-Market (GTM) compensation function for all GTM departments, effectively collaborating cross-functionally to drive compensation strategy and vision, but also being hands on in managing plans, developing and implementing new and revised compensation plans to align with the company’s goals and competitive practices. This role will also be responsible for analyzing, reporting, and communicating key metrics by rep by segments (such as rep attainment, rep efficiency, etc).

What you bring

• Relevant sales compensation experience with a focus in sales operations, revenue operations, sales finance, or business operations in a SaaS fast-paced environment
• Experience managing end to end commission processes for a high growth sales team, including the design of the company’s sales compensation strategy.
• Strategic mindset translating GTM requirements in a strong Sales Compensation vision and incentive scheme
• Experience designing and building compensation plans in Compensation tools (CaptivateIQ experience is a big plus)
• Strong organization and execution skills, including ability to operate independently and drive multiple strategic initiatives simultaneously to drive business goals
• Advanced Google Sheets, Excel & financial modeling skills
• Advanced Salesforce experience
• Strong analytical and structured problem-solving skills; superior attention to detail
• Excellent business communication skills, written & verbal
• Outstanding ability to collaborate and work cross-functionally and at multiple levels of the organization
• Experience operating in a B2B SaaS business model
• Excellent time management skills and ability to plan and set priorities.
• Writes and speaks fluent English
• It’s not required to have experience working remotely, but considered a plus

Key Responsibilities

1. Sales Compensation Strategy & Design

• Lead the development and execution of a long-term, scalable sales compensation strategy that aligns with organizational goals, driving revenue growth, talent retention, and a high-performance sales culture.
• Develop a comprehensive sales compensation roadmap that adapts to the company’s evolving business needs, ensuring flexibility and alignment with overall business objectives.
• Define and design innovative compensation structures that motivate and retain top sales talent while fostering a culture of excellence and performance.

2. Compensation Plan Execution & Administration

• Own the seamless administration of the sales compensation plan, ensuring timely and accurate commission calculations, reporting, and payout processes.
• Integrate compensation systems with core business platforms (CRM, etc.) to ensure smooth operation, accurate tracking, and minimal operational bottlenecks.
• Monitor and manage day-to-day execution of compensation plans, ensuring they remain aligned with the organization’s financial goals and performance metrics.

3. Performance Monitoring & Continuous Optimization

• Continuously monitor and analyze the effectiveness of existing compensation plans, leveraging data-driven insights to recommend strategic adjustments in response to market trends and organizational changes.
• Conduct quarterly reviews of compensation programs with senior leadership to ensure plans remain aligned with the company’s evolving goals, competitive landscape, and sales performance.

4. Sales Performance Insights & Communication

• Develop and manage a robust system for tracking and reporting sales rep performance against compensation metrics, delivering actionable insights to sales leadership and ensuring performance is aligned with business objectives.
• Prepare and present clear, impactful communication packages (e.g., slides, reports) that convey compensation plans, performance metrics, and strategic recommendations to GTM leaders and key stakeholders.

5. Cross-Functional Collaboration & Alignment

• Collaborate closely with HR, Finance, Sales, and Planning teams to ensure seamless alignment of sales compensation programs with organizational goals, financial targets, and talent management strategies.

6. Incentive Program Design & Innovation

• Design and implement creative and performance-based incentive programs (e.g., SPIFFs) to drive specific sales behaviors that directly contribute to business priorities and revenue goals.
• Continuously innovate incentive structures to keep sales teams motivated, engaged, and aligned with key business outcomes.

7. Technology & Process Improvement

• Drive continuous improvement initiatives by exploring and implementing new technologies, automation tools, and system integrations that enhance the efficiency, scalability, and accuracy of sales compensation administration.
• Use data analytics and insights to optimize compensation structures and streamline processes, ensuring timely, accurate, and transparent compensation for sales teams.

8. Change Management & Communication

• Lead the communication and change management efforts related to compensation plan adjustments, ensuring clarity and transparency across the organization.
• Provide ongoing support and guidance to sales teams, ensuring they understand the compensation plan, performance metrics, and how their efforts impact payouts.

Practicals

• You’ll report to: Director, Field Operations Planning & Compensation
• Direct reports: 1 Sr Sales Compensation Analyst, 1 Compensation Analyst
• Team: Compensation
• Location: For this position we welcome everyone to apply, but we will prioritise applications from the following locations as we encourage our teams to diversify;
• Start date: As soon as possible

Remote Compensation Philosophy

Remote’s Total Rewards philosophy is to ensure fair, unbiased compensation and fair equity pay along with competitive benefits in all locations in which we operate. We do not agree to or encourage cheap-labor practices and therefore we ensure to pay above in-location rates. We hope to inspire other companies to support global talent-hiring and bring local wealth to developing countries.

At first glance our salary bands seem quite wide - here is some context. At Remote we have international operations and a globally distributed workforce.  We use geo ranges to consider geographic pay differentials as part of our global compensation strategy to remain competitive in various markets while we hiring globally.

The base salary range for this full-time position is $65,200 to $146,650. Our salary ranges are determined by role, level and location, and our job titles may span more than one career level. The actual base pay for the successful candidate in this role is dependent upon many factors such as location, transferable or job-related skills, work experience, relevant training, business needs, and market demands. The base salary range may be subject to change.

At Remote, we foster internal mobility as a key element of our culture of employee growth and development, supported by a compensation philosophy that guarantees pay equity and fairness. Therefore, all compensation changes associated with an internal move will be reviewed by the Total Rewards & People Enablement team on a case by case basis.

Application process

1. Interview with recruiter
2. Interview with team members
3. Interview with Director, Field Operations Planning & Compensation
4. Interview with VP, RevOps
5. Bar Raiser Interview
6. Prior employment verification check

Remote’s Total Rewards philosophy is to ensure fair, unbiased compensation and fair equity pay along with competitive benefits in all locations in which we operate. We do not agree to or encourage cheap-labor practices and therefore we ensure to pay above in-location rates. We hope to inspire other companies to support global talent-hiring and bring local wealth to developing countries.

At first glance our salary bands seem quite wide - here is some context. At Remote we have international operations and a globally distributed workforce.  We use geo ranges to consider geographic pay differentials as part of our global compensation strategy to remain competitive in various markets while we hiring globally.

Our salary ranges are determined by role, level and location, and our job titles may span more than one career level. The actual base pay for the successful candidate in this role is dependent upon many factors such as location, transferable or job-related skills, work experience, relevant training, business needs, and market demands. The base salary range may be subject to change.

At Remote, we foster internal mobility as a key element of our culture of employee growth and development, supported by a compensation philosophy that guarantees pay equity and fairness. Therefore, all compensation changes associated with an internal move will be reviewed by the Total Rewards & People Enablement team on a case by case basis.

The annual salary range for this full-time position is

$65,200—$146,650 USD

Benefits

Our full benefits & perks are explained in our handbook at remote.com/r/benefits. As a global company, each country works differently, but some benefits/perks are for all Remoters:

• work from anywhere
• flexible paid time off
• flexible working hours (we are async)
• 16 weeks paid parental leave
• mental health support services
• stock options
• learning budget
• home office budget & IT equipment
• budget for local in-person social events or co-working spaces

How you’ll plan your day (and life)

We work async at Remote which means you can plan your schedule around your life (and not around meetings). Read more at remote.com/async.

You will be empowered to take ownership and be proactive. When in doubt you will default to action instead of waiting. Your life-work balance is important and you will be encouraged to put yourself and your family first, and fit work around your needs.

If that sounds like something you want, apply now!

How to apply

1. Please fill out the form below and upload your CV with a PDF format.
2. We kindly ask you to submit your application and CV in English, as this is the standardised language we use here at Remote.
3. If you don’t have an up to date CV but you are still interested in talking to us, please feel free to add a copy of your LinkedIn profile instead.

Not only do we encourage folks from all ethnic groups, genders, sexuality, age, abilities, disability status and any other under-represented group to apply, but we prioritize a sense of belonging. We have 4 ERGs (Women, Disability, Queer, Minorities in Tech) who meet regularly with the People team. During your interviews and beyond, we ask & encourage anybody who needs an accommodation to request one from their recruiter.

We will ask you to voluntarily tell us your pronouns at interview stage, and you will have the option to answer our anonymous demographic questionnaire when you apply below. As an equal employment opportunity employer it’s important to us that our workforce reflects people of all backgrounds, identities, and experiences and this data will help us to stay accountable. We thank you for providing this data, if you chose to.

At Remote, we embrace AI as a valuable tool while prioritizing human creativity and authenticity. We look forward to meeting candidates who balance innovation with genuine expertise and experience. To learn more about Remote’s AI guidelines check see here.

Please note we accept applications on an ongoing basis.