Senior Manager, Sales Compensation and Strategy at Remote

Remote opens the vast potential of the world for every person, business, and country, building a world where every person and business truly belongs. We empower companies of all sizes to pay and manage full-time and contract workers around the world. Remote makes it easy to manage international payroll, benefits, taxes, stock options, and compliance in 50…
Senior Manager, Sales Compensation and Strategy
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
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.

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.

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.

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.

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.

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.

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.

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.

Don’t Keep Share!:

Jobs in Kenya