Senior Sales Compensation Specialist

Satlantis US; Abu Dhabi; À distance; AED 240 000 - 360 000; Plein temps

Résumé du poste

Satlantis US in United Arab Emirates (remote) is seeking a Senior Sales Compensation Specialist to manage and optimize sales compensation programs, incentive plans, and related governance. This fully remote role collaborates with Sales, Finance, HR, and leadership to ensure accurate, transparent payout rules and alignment with business goals.

The ideal candidate has strong analytical skills, financial modeling capabilities, and experience designing commission structures across regions,

Responsabilités

• Administer and optimize sales compensation programs, commission structures, and incentive plans.
• Collaborate with Sales, Finance, HR, and executives to define requirements.
• Translate objectives into measurable compensation plans that drive growth.

Description du poste

We're Hiring: Senior Sales Compensation Specialist

Location: United Arab Emirates (Remote)

Employment Type: Full-Time

Experience Level: Mid-Level to Senior

Work Arrangement: Fully Remote

About Us

We are a construction-focused organization committed to delivering complex projects through commercial excellence, strategic growth, disciplined financial management, and collaborative project delivery. Our distributed teams work across Project Management, Construction, Engineering, Procurement, Commercial, Sales, Marketing, Legal, Finance, Human Resources, Design, Quality, HSE, Consultants, Contractors, Suppliers, Logistics, Administration, Information Technology, and Executive Leadership. We value transparent incentive structures, accurate financial reporting, fair performance measurement, and effective compensation governance to attract talent, motivate performance, and support sustainable business growth.

The Role

We are seeking an experienced Senior Sales Compensation Specialist to manage and optimize sales compensation programs, incentive plans, commission calculations, performance metrics, compensation reporting, and related governance processes. The successful candidate will work closely with Sales, Finance, Human Resources, Commercial, Payroll, Legal, and senior leadership to ensure sales incentive programs are accurate, transparent, competitive, and aligned with organizational objectives.

This role requires strong analytical skills, attention to detail, financial modeling capabilities, and the ability to translate complex compensation policies into reliable calculations and actionable insights. The ideal candidate will support incentive plan design, commission administration, sales performance analysis, compensation forecasting, dispute resolution, compliance monitoring, and continuous improvement across the sales organization.

Key Responsibilities

• Administer and optimize sales compensation programs, commission structures, bonus arrangements, incentive plans, and performance-based reward mechanisms.
• Support the development and implementation of sales compensation policies aligned with organizational strategy and commercial objectives.
• Collaborate with Sales leadership, Finance, Human Resources, and executive management to define sales incentive requirements.
• Translate business objectives into measurable compensation plans that encourage profitable growth, customer retention, and sustainable revenue generation.
• Assist in designing commission structures for different sales roles, business units, customer segments, territories, and commercial activities.
• Review existing incentive plans and recommend improvements to effectiveness, fairness, transparency, and administrative efficiency.
• Support the development of compensation plans covering new business acquisition, account management, contract renewals, cross-selling, upselling, and strategic partnerships.
• Evaluate the suitability of revenue-based, margin-based, target-based, and other performance-related incentive measures.
• Ensure compensation plans reflect relevant business rules, eligibility criteria, performance thresholds, payout caps, accelerators, and applicable exceptions.
• Document compensation plan terms, calculation methodologies, approval requirements, and operational procedures.
• Maintain accurate records of approved compensation plans, employee assignments, incentive eligibility, and plan changes.
• Coordinate annual and periodic sales compensation plan reviews with relevant stakeholders.
• Support the communication and rollout of new or revised incentive plans to sales employees and management.
• Prepare compensation plan summaries, explanatory materials, frequently asked questions, and calculation guides.
• Explain commission rules, payout conditions, performance measures, and adjustment procedures to sales personnel.
• Ensure employees understand the relationship between sales performance, compensation eligibility, and incentive payouts.
• Maintain consistent interpretation of compensation policies across teams, business units, and geographical areas.
• Administer sales compensation calculations in accordance with approved plans, sales results, and applicable business rules.
• Calculate commissions, bonuses, incentives, accelerators, thresholds, and other variable compensation components.
• Validate sales transactions, bookings, revenue records, contract values, and performance data used in compensation calculations.
• Confirm that compensation calculations reflect approved eligibility dates, territory assignments, account ownership, and sales crediting rules.
• Review transactions involving split commissions, shared accounts, joint sales efforts, and team-based incentive arrangements.
• Apply approved rules for cancellations, refunds, contract amendments, credit notes, reversals, and commission adjustments.
• Verify that commissions are calculated using the appropriate revenue, margin, collection, or contract performance measures specified in the applicable plan.
• Coordinate with Finance and Accounting to reconcile compensation calculations with financial and sales records.
• Work with Payroll to ensure approved incentive payments are processed accurately and within established payroll timelines.
• Prepare detailed commission statements and supporting schedules for employee review and management approval.
• Investigate discrepancies between commission reports, sales records, payroll outputs, and financial system data.
• Resolve calculation errors and coordinate corrections through established approval procedures.
• Maintain a clear audit trail for compensation calculations, manual adjustments, approvals, and payment changes.
• Establish quality control procedures to reduce calculation errors, duplicate payments, missed commissions, and unauthorized adjustments.
• Conduct periodic reviews of commission transactions and payout records to confirm accuracy and completeness.
• Monitor sales compensation expenses against approved budgets and financial forecasts.
• Prepare monthly, quarterly, and annual forecasts of commissions, sales bonuses, and other variable compensation costs.
• Analyze the financial impact of proposed compensation plan changes, revised sales targets, and changes in workforce composition.
• Develop scenario models to assess incentive costs under different revenue, margin, quota attainment, and productivity assumptions.
• Compare actual compensation expenses with budgeted amounts and forecast expectations.
• Investigate significant compensation cost variances and provide explanations to Finance and management.
• Support accrual calculations and period-end reporting for earned but unpaid commissions and other variable compensation obligations.
• Coordinate with Accounting to ensure compensation expenses are recorded in the appropriate reporting periods and accounts.
• Assist in reconciling compensation liabilities, commission accruals, adjustments, and payment records.
• Provide financial analysis of incentive program costs, payout ratios, sales productivity, and return on incentive investment.
• Evaluate the relationship between compensation expenditure, revenue growth, profitability, and commercial performance.
• Identify opportunities to improve incentive effectiveness while maintaining appropriate cost controls.
• Support the development of compensation dashboards and management reports covering incentive expenses, payout trends, and plan performance.
• Define and maintain sales compensation metrics, including quota attainment, commission rates, payout distribution, and incentive cost as a proportion of revenue.
• Analyze performance across sales teams, territories, product lines, customer segments, and individual contributors.
• Identify trends in sales attainment, commission variability, incentive concentration, and compensation plan effectiveness.
• Evaluate the impact of quotas, thresholds, accelerators, and payout caps on employee motivation and business outcomes.
• Monitor the distribution of incentive payouts to identify anomalies, unexpected results, or potential plan design issues.
• Prepare management presentations explaining compensation trends, financial implications, risks, and recommended improvements.
• Provide analytical support for sales target setting, quota allocation, territory planning, and incentive budget development.
• Collaborate with Sales Operations to validate quota assignments, territory changes, account allocations, and sales crediting arrangements.
• Support the review of individual and team targets to ensure alignment with approved business plans and commercial priorities.
• Analyze the impact of sales territory changes, account transfers, employee movements, and organizational restructuring on compensation eligibility.
• Coordinate compensation plan transitions when employees join, leave, transfer roles, or change sales responsibilities.
• Ensure incentive calculations reflect approved joiner, mover, and leaver arrangements and applicable plan provisions.
• Support the administration of special incentive programs, sales contests, recognition awards, and short-term performance campaigns.
• Validate eligibility requirements and payout calculations for special compensation arrangements.
• Maintain clear documentation and approval records for exceptional incentive arrangements.
• Review compensation exceptions, discretionary payments, and manual adjustments to ensure they are appropriately justified and authorized.