Job Description
As the Sr. Director of Sales Compensation, you will be the driving force behind a bold evolution of our compensation strategy. This is not just a leadership role—it’s an opportunity to own and shape the future of how we reward, motivate, and empower our sales teams. You will champion innovative design, rigorous governance, and strategic alignment, ensuring our compensation programs are proactive, market-driven, and built for lasting impact. Your vision and expertise will unite market insights, compensation design, and operational excellence, positioning our organization as a leader in sales effectiveness and growth.
What you will be doing:
- Ownership & Governance: Lead the end-to-end design, governance, and ongoing evaluation of sales compensation plans. Establish and maintain robust governance processes to ensure transparency, fairness, and compliance.
- Strategic Leadership: Act as a strategic player in sales compensation, proactively identifying opportunities for improvement and correction in current sales plans. Drive strategic initiatives that align compensation programs with business objectives and market trends.
- Compensation Design & Effectiveness: Oversee the design, implementation, and communication of commission and quota plans. Ensure compensation structures are competitive, motivating, and aligned with market pay analysis.
- Market Alignment: Conduct market pay and compensation analysis to ensure our plans are externally competitive and internally equitable. Integrate market insights to continuously refine compensation strategies.
- Proactive Corrections: Identify and implement corrections to existing sales plans to address gaps, inefficiencies, or misalignments with market and business needs.
- Analytical Excellence: Utilize data analytics to evaluate plan effectiveness, optimize sales productivity, and drive revenue growth. Continuously monitor performance metrics and market feedback to refine compensation programs.
- Collaboration: Partner with finance, sales leadership, revenue operations, and other stakeholders to align compensation design with organizational strategy and market realities.
- Education & Enablement: Develop training and resources to educate sales teams on compensation plans, commission structures, and quota management, empowering them to maximize earnings and performance.
What you'll need:
- Proven experience as a strategic leader in sales compensation design, governance, and effectiveness.
- Deep understanding of commission and quota plans, market pay analysis, and compensation best practices.
- Strong analytical skills with the ability to evaluate and optimize compensation programs.
- Experience in correcting and improving existing sales compensation plans for market alignment.
- Excellent communication and collaboration skills, with a proactive approach to stakeholder engagement.
Bonus if you have:
- Experience in technology or SaaS industry.
- Certification in sales compensation or related field (e.g., Certified Sales Compensation Professional).
- Familiarity with sales performance management software and tools.
- Demonstrated success in a fast-paced, dynamic environment.
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EEOC Statement
FIS is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, marital status, genetic information, national origin, disability, veteran status, and other protected characteristics. The EEO is the Law poster is available here supplement document available here
For positions located in the US, the following conditions apply. If you are made a conditional offer of employment, you will be required to undergo a drug test. ADA Disclaimer: In developing this job description care was taken to include all competencies needed to successfully perform in this position. However, for Americans with Disabilities Act (ADA) purposes, the essential functions of the job may or may not have been described for purposes of ADA reasonable accommodation. All reasonable accommodation requests will be reviewed and evaluated on a case-by-case basis.
Sourcing Model
Recruitment at FIS works primarily on a direct sourcing model; a relatively small portion of our hiring is through recruitment agencies. FIS does not accept resumes from recruitment agencies which are not on the preferred supplier list and is not responsible for any related fees for resumes submitted to job postings, our employees, or any other part of our company.
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