Senior Director, Sales Compensation

Key Responsibilities

Compensation Strategy & Plan Design

Own the annual sales compensation planning cycle: plan design, quota-setting alignment, plan documentation, legal/finance sign-off, and field rollout.
Design incentive structures (accelerators, SPIFs, multi-year/recurring revenue credit, overlay and specialist plans) that align to Presidio’s VAR/services revenue mix and strategic priorities.
Partner with Sales Leadership and FP&A to size total incentive spend against revenue/margin targets and ensure pay-for-performance alignment.
Conduct market benchmarking and competitive analysis (using survey data and peer/industry sources) to keep plans competitive for talent attraction and retention.
Evaluate and evolve plan mechanics as the business shifts toward services, recurring, and consumption-based revenue models.
Governance, Compliance & Risk

Establish and enforce sales compensation policy, plan-approval workflows, and dispute-resolution protocols.
Ensure compensation practices comply with federal, state, and local wage/hour law, and monitor emerging pay-transparency and pay-equity regulation.
Own SOX-adjacent controls over commission calculation, accrual, and payment processes; serve as the primary point of contact for internal and external audit on sales compensation.
Maintain plan documentation and audit trails sufficient to defend compensation decisions in disputes or regulatory inquiries.
Team Leadership & Operations Oversight

Lead, coach, and develop the sales compensation team, setting priorities, quality standards, and career growth paths.
Oversee the monthly/quarterly/annual commission and bonus calculation cycle, accrual journal entries, and reconciliation processes managed by the team.
Set and monitor SLAs for commission statement accuracy, query resolution, and payment timeliness.
Own the compensation technology roadmap (e.g., Xactly Incent or equivalent ICM platform), including system configuration, automation, and integration with CRM/ERP/HRIS.
Analytics, Reporting & Business Partnership

Deliver executive-level dashboards and insights on plan performance, pay mix, ROI of incentive spend, and quota attainment distribution.
Model the financial impact of proposed plan changes before they go live, including scenario and sensitivity analysis.
Advise Sales, Finance, and HR Business Partners on compensation-related decisions: new hire plans, promotions, terminations, plan exceptions, and M&A/territory integration.
Partner with Sales Operations on territory and quota design to ensure alignment between quota-setting and compensation mechanics.
Day-to-Day Activities

On any given day, the Senior Director of Sales Compensation might be expected to:

Review team-prepared commission runs and monthly reconciliations for accuracy before payroll submission and sign off on accrual journal entries.
Meet with Sales VPs/RVPs to walk through plan performance, pay mix, or a specific rep’s compensation question that has been escalated.
Review and adjudicate escalated compensation disputes that the Analyst and Manager could not resolve at their level.
Build or review a financial model showing the projected cost and behavioral impact of a proposed plan change for next fiscal year.
Meet with HR Business Partners on a new-hire offer requiring a customized or transitional comp plan.
Check in with the ICM platform (e.g., Xactly) admin/vendor on a system configuration issue, integration break, or upcoming release.
Present a monthly or quarterly sales compensation scorecard to Finance and Sales leadership.
Participate in annual planning cadences (quota setting, territory design, budget planning) as the compensation subject-matter expert.
Required Technical Skills

Deep expertise in Incentive Compensation Management (ICM) platforms — Xactly Incent strongly preferred but will need to evaluate tool.
Advanced Microsoft Excel (complex modeling, pivot tables, array/lookup formulas) and comfort with BI/visualization tools (Power BI, Tableau, or similar) for executive reporting.
Understanding of accounting fundamentals relevant to commissions: accruals, journal entries, revenue recognition implications on commission timing, and reconciliation practices.
Familiarity with CRM data structures as the system of record for bookings, quota, and territory data that feed compensation calculations.
Experience evaluating and implementing AI/automation tools for forecasting, anomaly detection, and natural-language reporting on compensation data.
Knowledge of sales compensation plan design principles: pay mix, leverage, accelerators/decelerators, caps, thresholds, and multi-year/recurring revenue crediting.
Required Business Skills

Strategic thinking: ability to connect sales compensation design to broader corporate growth, margin, and go-to-market strategy.
Executive presence and communication: comfort presenting financial models and plan recommendations to CFO, CRO, and Sales leadership.
Change management and influence: ability to drive plan changes and process improvements across functions that do not report to this role.
People leadership: proven experience managing, developing, and motivating a team of compensation or finance professionals.
Negotiation and conflict resolution: skill in navigating sensitive, high-stakes pay disputes and competing stakeholder interests.
Project management: ability to run the multi-month annual compensation planning cycle against firm deadlines (fiscal year-end, plan rollout, payroll cutoffs).
Required Experience & Education

Bachelor’s degree in Finance, Accounting, Business, or related field
15+ years of progressive experience in sales compensation, sales finance, or total rewards, including people-management experience.
Demonstrated experience designing and administering sales incentive plans in technology or professional/managed services environment strongly preferred.