Senior Manager of Sales Compensation, Remote
$65.2-146.7k
+ Stock Options
HR solutions for distributed teams
Open for applications
HR solutions for distributed teams
1001+ employees
Open for applications
$65.2-146.7k
+ Stock Options
1001+ employees
Company mission
To open up the world of work for every person, business, and country.
Role
Who you are
- 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
What the job involves
- This is an exciting time to join Remote and make a personal difference in the global employment space as Senior Manager, Sales Compensation Strategy & Operations 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)
- 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
- 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
- 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
- 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
- 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
- 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
- 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
- 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
- You'll report to: Director, Field Operations Planning & Compensation
- Direct reports: 1 Sr Sales Compensation Analyst, 1 Compensation Analyst
- Team: Compensation
Application process
- Start date: As soon as possible
- Interview with Recruiter (30 mins)
- Interview with Senior Manager, Revenue Operations (40 mins)
- Take home case study
- Interview with Director, Revenue Operations (Hiring manager) (40 mins)
- Interview with team members (30 mins)
- Exec interview with VP, RevOps (30 mins)
- Bar Raiser Interview
- Prior employment verification check
- Please fill out the form below and upload your CV with a PDF format
- We kindly ask you to submit your application and CV in English, as this is the standardised language we use here at Remote
- 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
- Please note we accept applications on an ongoing basis
Our take
The number of companies switching to fully-remote set-up is booming. Aiming to capitalise on this, Remote helps companies of all sizes hire and manage international employees across benefits, taxes, payroll and compliance.
According to Remote, local and international regulations constantly change. Thus, the company's unique selling point is that its law attorneys and HR specialists are focused on supervising regulations on a daily basis and ensuring that the clients avoid expensive compliance mistakes. Remote also differentiates itself through its network of local legal entities that cover all of the countries they offer services for to ensure the clients receive the best protection in the industry. Moreover, the company offers a platform for distributed teams that makes it easy for companies to onboard and pay international contractors and employees.
Remote's history of funding - that helped secure its $3Billion valuation - has supported expansion across markets, as well as being used to expand partnerships and integrations. Further development of its tool suite can be expected, as the company pushes to be the first name in distributed HR.
Freddie
Company Specialist at Welcome to the Jungle
Insights
43% employee growth in 12 months
Company
Funding (last 2 of 4 rounds)
Apr 2022
$300m
SERIES C
Jul 2021
$150m
SERIES B
Total funding: $496m
Company benefits
- Unlimited personal time off
- Paid parental leave
- Co-working allowance
- Flexible working hours
- Learning budget
- Mental health support
- Company stock options
- Home office setup
- Celebratory allowances
- Branded swag
- Other country-specific benefits
Company HQ
Fisherman's Wharf, San Francisco, CA
Leadership
Job van der Voort
(CEO)Previously Researcher at Champalimaud Foundation for 1 year and Co-Founder & CTO at JAXONS for 1 year.
Marcelo Lebre
(COO)Previously Chief Technology Officer at Faber Ventures for 1 year and VP of Engineering at Unbabel for 2 years
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