Compensation Business Partner Director, ServiceNow

• 10+ years of progressive compensation experience, with meaningful exposure to Sales incentive design and administration in a complex, matrixed environment
• Strong proficiency in Excel (pivot tables, lookups, statistical analysis, modeling)
• Proven ability to serve as a strategic business partner and advisor to senior executive leaders — comfortable presenting to VP- and C-suite audiences
• Proven ability to translate data insights into recommendations that influence leadership decisions
• Strong consultative instincts — you ask the right questions, challenge assumptions respectfully, and build trust through expertise
• Resourceful and self-directed — able to navigate ambiguity and move work forward without waiting for perfect information
• Strong organizational and time management skills; proven ability to manage multiple priorities simultaneously
• Strong communication and stakeholder management skills, including the ability to simplify complex compensation concepts
• Bachelor’s degree in Business, Finance, HR, Economics, or related field (or equivalent work experience)
• Analytical Rigor: Able to build models, interpret trends, and use data to solve business problems
• Influence & Partnership: Confident in working with senior leaders and cross-functional stakeholders
• Communication: Clear, concise, and compelling explanations
• Business Acumen: Understands how sales organizations work and how compensation affects behavior
• Continuous Improvement Mindset: Comfortable iterating and optimizing processes and programs

Desirable

• We’re looking for a Director, Compensation Partner to serve as the dedicated advisor to our global Sales organization.
• This is a high-visibility role at the intersection of data and strategy — you’ll translate market intelligence and plan analytics into clear, actionable recommendations that shape how we attract and retain top sales talent and influence business decisions at scale.
• If you’re equally comfortable building a regression model and presenting findings to an executive, this role is for you.
• You will partner directly with Sales HRBPs, Talent Acquisition, Finance, and Sales leadership, and are expected to bring a point of view rather than simply administer process
• Analyze performance and compensation data to assess plan effectiveness, identify trends, and recommend improvements
• Lead annual and mid-year compensation planning cycles, including modeling, communications, and rollout
• Ensure compliance and governance across compensation programs, including policy adherence and audit readiness
• Stay current on industry benchmarks and market trends to ensure competitiveness and relevance of compensation structures
• Support M&A activities from a sales compensation perspective, including due diligence on acquired plans, retention incentives for key sales talent, and integration of acquired teams into existing frameworks
• Conduct compensation benchmarking and gap analysis for acquired entities, developing transition plans that balance retention risk with cost considerations and internal equity
• Drive analysis on ad hoc research and various pay projects; bring a point of view, not just a spreadsheet
• Develop and advise on programs and training to educate HR, leaders, and managers on compensation programs, reinforcing the organization’s compensation philosophy and culture
• Proactively identify plan effectiveness gaps and bring forward data-backed recommendations before problems escalate