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Job Title: Senior Sales Compensation Analyst Job Summary: The Sales Compensation Analyst is responsible for setting up and validating Sales Compensation Plans, maintaining the sales compensation system (Xactly), developing and analyzing compensation plans, and generating reports to support the sales team's performance and incentive programs.
This role is crucial for ensuring the integrity and effectiveness of sales compensation plans.
Key Responsibilities: Implement and manage sales compensation plans and incentive programs in the sales compensation system (Xactly). Monitor and maintain the sales compensation system (Xactly) to ensure accuracy and reliability. Troubleshoot and resolve issues related to the sales compensation system (Xactly), reporting, and dashboards. Identify and implement system enhancements to improve functionality and user experience. Collaborate with IT and other departments to implement system updates and enhancements. Collect, analyze, and interpret sales performance data. Generate regular and ad-hoc reports on sales compensation and performance metrics. Work closely with Sales Leadership, Sales Operations, HR, and finance teams to understand and address their compensation and reporting needs. Communicate complex compensation data and analysis in a clear and concise manner. Provide training and support on the sales compensation system (Xactly) and reporting tools. Qualifications: Bachelor's degree in Business, Finance, Information Systems, or a related field. Extensive experience in sales compensation management, data analysis, and reporting. Knowledge of Xactly sales compensation systems is a plus. Strong analytical and problem-solving skills. Excellent communication and interpersonal skills. Ability to work independently and as part of a team. Familiarity with CRM systems (e.g., Salesforce). Our Values: We are passionately committed to leadership, learning, and success.
We embrace every opportunity to serve our customers and each other as one team, open and respectful, curious, and agile.
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