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Job Category
Finance
Job Details
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- Role Overview: The Manager/Sr. Manager, Sales Compensation Strategy is a strategic business partner responsible for leading worldwide incentive compensation strategy and the design-to-deployment process for specific business units. This role is a hybrid of traditional functions in compensation, finance, sales operations, and strategic planning, and is critical to supporting the rapid growth of Salesforce’s sales teams.
Success in this Role Includes:
- Designing incentive compensation plans that are clear, measurable, cost-efficient, and effective.
- Effectively communicating compensation design and strategy in executive-level meetings and broader sales trainings, both visually (slides, emails, and other materials) and verbally (live meetings).
Responsibilities: This role spans both strategic and operational responsibilities, including:
- Developing compensation recommendations aligned with business objectives.
- Influencing and building consensus among leaders.
- Collaborating across teams to ensure metrics are tracked and systems are updated to ensure employees are paid accurately and on time. The ideal candidate should have a strong understanding of how software companies go-to-market and be able to align incentives with the responsibilities of various roles (e.g., sales development reps, account executives, industry specialists, product overlays, customer success, etc.).
Key Responsibilities:
Build strong relationships with sales organization leadership and support teams to understand their needs and perspectives.
Lead and improve the incentive compensation design-to-deployment process for specific business groups:
Identify strategic business objectives.
Assess the success of current incentives.
Propose new incentive designs.
Influence leaders to align on outcomes.
Persuasively explain new incentives to leaders and employees.
Project manage deployment solutions across multiple teams:
While another team administers the plans and updates Salesforce’s compensation systems, this role will develop a high-level understanding of these systems to ensure capabilities are considered during the incentive design phase.
Have courageous and candid conversations with sales leaders to address concerns and evaluate unique circumstances outside current compensation programs and policies (e.g., plan design exception requests).
Design temporary incentives (e.g., “SPIFFs”) to support short-term strategic priorities.
Collaborate with Finance to predict the cost of incentive compensation programs and plan overall design strategy.
Desired Skills & Experience:
- 5-7+ years of experience in consulting, compensation, finance, or strategy & operations.
- Advanced knowledge of incentive plan structures (quotas, accelerators, pay mix, and on-target earnings).
- Self-starter with the ability to independently drive projects to completion.
- Exceptional problem-solving skills with a demonstrated ability to structure complex problems and develop solutions.
- Expert presentation skills, particularly in building compelling slide presentations and presenting decisions to executive leadership.
- Strong project management skills and the ability to partner across functional areas (e.g., Sales, Finance, Operations, and HR).
Unleash Your Potential
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Accommodations
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Posting Statement
Salesforce is an equal opportunity employer and maintains a policy of non-discrimination with all employees and applicants for employment. What does that mean exactly? It means that at Salesforce, we believe in equality for all. And we believe we can lead the path to equality in part by creating a workplace that’s inclusive, and free from discrimination. Know your rights: workplace discrimination is illegal. Any employee or potential employee will be assessed on the basis of merit, competence and qualifications – without regard to race, religion, color, national origin, sex, sexual orientation, gender expression or identity, transgender status, age, disability, veteran or marital status, political viewpoint, or other classifications protected by law. This policy applies to current and prospective employees, no matter where they are in their Salesforce employment journey. It also applies to recruiting, hiring, job assignment, compensation, promotion, benefits, training, assessment of job performance, discipline, termination, and everything in between. Recruiting, hiring, and promotion decisions at Salesforce are fair and based on merit. The same goes for compensation, benefits, promotions, transfers, reduction in workforce, recall, training, and education.
At Salesforce, we believe in equitable compensation practices that reflect the dynamic nature of labor markets across various regions.
For Ontario-based roles, the base salary hiring range for this position is CAD 133,200 to CAD 183,200 annually.
The range represents base salary only, and does not include company bonus, incentive for sales roles, equity or benefits, as applicable.
This posting is to fill a vacancy on our team, unless otherwise noted.