Sr Sales Compensation Partner

Payout Processing Support: Lead the end-to-end processing, validation, and calculation of monthly and quarterly variable payouts, commissions, and SPIFFs within established policies.

System Maintenance & Data Flow: Oversee day-to-day administration and configuration of our Sales Performance Management (SPM) tool (CaptivateIQ), ensuring accurate data synchronization across systems.

Document & Statement Distribution: Assist in preparing, issuing, and tracking sales compensation plan agreements, payout statements, and earnings summaries.

Audit & Compliance Support: Perform regular audit checks on payout calculations, transaction crediting, and exception requests, escalating complex issues to the Sr. Manager while maintaining strong internal controls.

Plan Modeling & Support: Assist the Sr. Manager on incentive plan design by building financial models to test proposed earning mechanics, payout scenarios, and budget impacts.

Complex Problem Solving: Analyze historical payout trends and performance data from multiple sources to evaluate plan efficacy, bringing a fresh perspective to help resolve crediting disputes or payout anomalies.

Subject Matter Resource: Act as a go-to operational resource for peers and cross-functional teams in Revenue, HR, Finance, and Payroll, ensuring incentive processes integrate smoothly with adjacent teams.

Inquiry Management & Support: Serve as a trusted point of contact for employee inquiries regarding compensation plan details, leveraging exceptional customer service skill sets to resolve questions clearly, transparently, and in a timely manner .

Communication: Communicate complex or sensitive compensation details—such as policy interpretations, crediting adjustments, or payout calculations—to stakeholders.

Project Support & Leadership: Support the Sr. Manager in leading administration initiatives, system enhancements, and annual plan rollouts with limited risk and resource requirements.

Enablement: Assist in conducting enablement sessions for employees on a sales incentive plan to ensure transparency around compensation rules, payout statements, and calculation logic.

What we're looking for: Minimum requirements

Experience: 5+ years of progressive experience in Sales Compensation Administration or Incentive Operations, demonstrating deep functional knowledge and exposure to adjacent areas (Finance, HR, Payroll).

Functional & Technical Expertise - Practical expertise supporting the administration, calculation, and validation of sales incentive plans and crediting logic. - Hands-on experience administering modern Sales Performance Management (SPM) platforms and CRM systems (Salesforce preferred). - Advanced Excel/Google Sheets skills for modeling payout scenarios and analyzing multiple data sets to solve complex operational challenges.

Business Acumen: Solid understanding of key business drivers, SaaS/B2B revenue models, and sales team structures.

Problem-Solving Ability: Proven ability to resolve complex administrative and operational issues using sound analytical judgment.

Interpersonal Skills: Strong ability to explain complex or sensitive financial and operational details clearly, build consensus across teams, and guide colleagues.

Autonomy & Collaboration: Ability to work independently with minimal day-to-day oversight while maintaining a close, collaborative partnership with the Sr. Manager.

AI & Continuous Learning Mindset: Demonstrated curiosity and willingness to leverage emerging AI tools to enhance data insights and optimize operational processes.

Preferred requirements

Certified Sales Compensation Professional (CSCP) designation.

Experience in CaptivateIQ & Salesforce preferred

We will consider for employment all qualified applicants who meet the inherent requirements for the position. Please note that background checks are required, and this may include criminal record checks.

The annual gross base salary range for this position is $82,400 - $103,000 plus variable compensation.

We will consider for employment all qualified applicants, including those with arrest records, conviction records, or other criminal histories, in a manner consistent with the requirements of any applicable state and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, and the New York City Fair Chance Act.

Our ranges are established using objective market benchmarking data for this level of work. Final placement within the range is determined by gender-neutral criteria, including the candidate's relevant skills, experience, and specific qualifications for the role.

Actual compensation for this position may vary and will depend on multiple factors such as relevant qualifications, experience, education, and geographic location. For Full-Time Regular Employees, this position is also eligible for additional compensation as follows:

Sales Roles: This position is eligible for a commission structure in addition to base salary.

Non-Sales Roles: This position is eligible for an annual bonus which is paid dependent on various factors, including and without limitation, individual and company performance in addition to base salary.

Benefits

G-P values its employees and offers excellent benefits and perks including generous paid parental leave, flexible time off, spending accounts, medical insurance, dental insurance, vision insurance, sabbatical after 5 years and more.

Individuals residing, or applying to work, in the United States: California or Philadelphia , Pennsylvania, please review the following additional information: G-P will consider qualified applicants with arrest or conviction records in accordance with the California Fair Chance Act, Los Angeles City Fair Chance Act Ordinance, Los Angeles County Fair Chance Act Ordinance, and San Francisco Fair Chance Act Ordinance. Los Angeles applicants can review additional information regarding the Los Angeles City Fair Chance Act here: Fair Chance Initiative for Hiring Ordinance , and Philadelphia applicants can review information pertaining to Philadelphia’s Fair Criminal Record Screening Standards Ordinance here: Fair Chance Poster . Any consideration of a candidate’s background check with arrest or conviction records will include an individualized assessment based on the factors required by applicable law, including the candidate’s specific record and the duties and requirements of the specific job.

G-P. Global Made Possible.

G-P is a proud Equal Opportunity Employer, and we are committed to building and maintaining a diverse, equitable and inclusive culture that celebrates authenticity. We prohibit discrimination and harassment against employees or applicants on the basis of race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth, and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other legally protected status.

G-P also is committed to providing reasonable accommodations to individuals with disabilities. Individuals with disabilities are encouraged to apply for these positions. If you need an accommodation due to a disability during the interview process, please contact us at careers@g-p.com.