Manager, Compensation (Sales Comp)

Provides strategic leadership for the Company's sales compensation function, shaping programs that reinforce business priorities, drive performance, and support sound investment of compensation dollars. This role serves as a trusted advisor to senior leadership, translating complex information into clear insights and recommendations. Success requires an independent, highly accountable leader with strong project management capabilities, sound judgment, systems aptitude, and a high-touch service orientation.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Owns the evaluation, design, implementation, and ongoing administration of sales compensation programs, ensuring alignment with the Company's compensation philosophy and business priorities.

Conducts deep reviews of sales compensation programs and structure to evaluate effectiveness, identify improvement opportunities, and recommend changes that better support company priorities.

Extracts, analyzes, and interprets large volumes of compensation, financial, and operational data from multiple systems to identify trends and develop large-scale findings.

Translates complex analysis into clear recommendations and presents findings to senior leadership to support compensation strategy and program decisions.

Serves as the primary administrator of the Field Management Bonus program, with ownership of monthly accrual audits, quarterly progress communications, participant support, and full year-end administration.

Provides timely, accurate, and highly responsive support to leaders and participants, delivering a high-touch service experience across compensation programs.

Proactively identifies improvement opportunities and independently solves complex problems.

Partners with business leaders and HR to ensure that reward practices align employees with the business direction and drive achievement of desired business objectives. 

Advises and counsels management and other HR professionals on compensation trends, legal requirements, and new developments. Provide advice and coaching to team, HR and business partners on all aspects of compensation. Assists with creation of training materials, as needed.

Other duties may be assigned.

SUPERVISORY RESPONSIBILITIES

Supervises assigned employees including staff selection and training; planning, assigning and directing work; conducting performance reviews; rewarding and disciplining employees; addressing complaints and resolving problems. Provide leadership and guidance to coach, motivate, and lead team members to their optimum performance levels and career development.

MINIMUM REQUIREMENTS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. 

Bachelor's degree in Human Resources or a related field;

Six (6) years of progressive general business experience that encompasses a working knowledge of compensation, management theory and practice, human relations and organizational structure and dynamics.

CCP, SPHR certification preferred.

COMPETENCIES

Advanced analytical and modeling skills, with the ability to extract, manage, and interpret large, complex data sets.

Ability to translate complex analyses into clear findings, recommendations, and executive-level presentations.

Strong systems aptitude and ability to quickly learn and leverage compensation, financial, and reporting tools.

Proven project management skills, including the ability to independently lead complex, cross-functional work from planning through execution.

Sound judgment and confidence making independent decisions, resolving issues, and escalating risks when appropriate.

Effective and frequent communicator who keeps stakeholders informed, establishes clear expectations, and follows through on commitments.

Strong consulting and relationship-management skills, with the ability to influence leaders and build credibility across functions.

Expertise in sales incentive program design, administration, and ongoing evaluation.

Working knowledge of financial measures, accounting, tax, and modeling used to assess incentive programs.

Highly organized and detail-oriented, with the ability to manage multiple priorities and recurring program cycles without sacrificing accuracy.

Self-directed, accountable, and solutions-oriented, with a strong sense of ownership and urgency.

High-touch service orientation with the responsiveness and professionalism needed to support leaders and program participants.

WORK ENVIRONMENT / PHYSICAL ACTIVITY

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Work is in an office setting and generally sedentary with physical effort associated with using a computer, but may involve walking or standing for brief periods of time

May be required to occasionally lift, carry, push, pull, or otherwise move objects up to 25 pounds

Occasional travel may be required