Senior Director, Payments Sales Development

Corpay; Toronto; Hybrid; CAD 120,000 - 150,000; Full time

Benefits offered by this job

Medical benefits

Dental benefits

Vision benefits

Paramedical benefits

Quarterly Commission

RRSP match

Virtual fitness classes

Gym membership discount

Philanthropic support

Fun culture

Job summary

Corpay in Toronto, Canada is seeking a Senior Director, Payments Sales Development to shape the sales framework for our cross-border payments solutions. You will own the playbook, design outbound motions, and set qualification standards while building a scalable promotion path for inside sales to Payments Sales Executives.

Reporting to the SVP of Payments Solutions, you will lead a growing team, establish pipeline metrics, and partner with enablement, marketing, and product to turn playbooks

Qualifications

• 10+ years in B2B sales and sales leadership.
• 3+ years managing quota-carrying sellers.
• Experience building a sales playbook or enablement program.
• Track record of ramping junior sellers to productivity.
• Deep working knowledge of the payments landscape.
• Analytical fluency in funnel metrics and CRM data.

Responsibilities

• Build and own the payments sales framework and playbook.
• Own the internal promotion program from inside sales to Payments Sales Executive.
• Directly manage Payments Sales Executives and set quotas.
• Lead the Director of Business Development and run a regular operating rhythm.
• Deliver accurate team forecasts and analytics to leadership.

Skills

Sales leadership

Playbook development

Ramp management

Payments knowledge

Executive presence

Tools

Salesforce

Gong

Salesloft

Job description

Toronto, ON, Canada

Job Description

What We Need

Corpay is seeking to hire an experienced and highly motivated Senior Director, Payments Sales Development. This position falls under our Cross-Border line of business and will be located in our Toronto, Canada location. Corpay Cross-Border is a global leader in international payments, embedded payment technologies, and foreign exchange (FX) risk management.

Reporting directly SVP of Payments Solutions. This person will not run a personal book of business. Instead, you own two things: the sales framework and playbook that the Director of Business Development executes against, and the program that identifies entry-level inside sales talent, promotes them into Payments Sales Executive roles, and gets them producing. Once promoted, those Payments Sales Executives report to you.

How We Work

As a Senior Director, Payments Sales Development, you will be expected to work in our Toronto location. Corpay will set you up for success by providing:

• Assigned workspace
• Formal, hands-on training

Build and own the sales framework and playbook

• Designing the payments sales playbook end to end: prospecting motion, qualification criteria, discovery framework, pricing and interchange conversation, competitive displacement, objection handling, and close process.
• Defining the framework the Director of Business Development operates against — territory and account coverage model, outbound cadence standards, lead qualification and handoff rules, SLAs between business development and closing roles.
• Setting the stage definitions, exit criteria, and data standards in [CRM] so pipeline is measurable and inspectable rather than anecdotal.
• Keeping the playbook current against the payments landscape: [product launches, pricing changes, competitor moves, regulatory and network rule changes].
• Partnering with [enablement, marketing, product] to turn the playbook into training, collateral, and call guides that people actually use.

Own the promotion program from inside sales to Payments Sales Executive

• Designing and own the promotion path from entry-level inside sales into junior payments sales roles: readiness criteria, competency scorecard, certification or assessment process, and promotion cadence.
• Establishing the program metrics: candidate throughput, promotion rate, time-to-first-deal, time-to-full-productivity, ramp attainment at [30/60/90/180] days, and post-promotion retention at [6/12] months.
• Partnering with inside sales leadership and HR to identify candidates early, build individual development plans, and align the compensation and leveling structure for the new role.
• Building the ramp curriculum — the first [90–120] days a newly promoted Payments Sales Executive goes through, including shadowing, certification, and graduated quota.
• Reporting program health to the SVP on a [monthly / quarterly] basis and adjust criteria based on which predictors actually correlate with production.

Manage the Payments Sales Executive team

• Directly manage the team of newly promoted Payments Sales Executives: weekly one-on-ones, pipeline reviews, deal strategy, and forecast.
• Setting individual quotas and activity expectations appropriate to a ramping seller, and hold the team to them with clear, documented performance conversations.
• Coaching in the field and on live calls — develop the seller rather than closing the deal for them.
• Serving as executive sponsor on [strategic, complex, or at-risk] deals where a senior voice moves the outcome.
• Owning retention, morale, and continuity of coverage as the team scales.

Lead the Director of Business Development

• Managing, develop, and hold accountable the Director of Business Development against agreed activity and pipeline-generation targets.
• Running a consistent operating rhythm: one-on-ones, pipeline and program reviews, and quarterly planning.

Run the business

• Delivering an accurate team forecast to the SVP of Payment Solutions and commit to the number the team carries.
• Owning the analytics behind the funnel: conversion by stage, source, and rep; win/loss patterns; and coverage gaps.
• Recommending changes to quota structure, comp plans, and headcount to the SVP with data behind them.

Required Qualifications

• 10+ years in B2B sales and sales leadership, with at least [5] years in payments, merchant services, fintech, or financial services.
• 3+ years managing quota-carrying sellers, including experience managing or developing other leaders.
• Demonstrated experience building a sales playbook, enablement program, or seller career path from scratch — not just executing one someone else designed.
• Track recordof ramping junior or newly promoted sellers to productivity, with numbers to support it.
• Deep working knowledge of the payments landscape
• Analytical fluency: comfortable defining metrics, building a funnel model, and defending both to an SVP.
• Executive presence with internal leadership, partners, and enterprise prospects.
• Proficiencywith [Salesforce/Gong/Salesloft] as a program design and inspection tool.
• Comprehensive Benefits Package including, Medical, Dental, Vision and Paramedical benefits, as of day one
• Quarterly Commission program
• Optional company match RRSP program
• Virtual fitness classes offered company-wide
• Discounted gym membership rate
• Philanthropic support with both local and national organizations
• Fun culture with company-wide contests and prizes

Pay Transparency

This salary range is provided for locations which require such disclosure. Where a position or applicant may fall in a particular wage range depends on a number of factors including but not limited to skill sets, experience training licenses and certifications (if applicable), and other business and organization needs. The disclosed range has not been adjusted for the applicable geographic markets. At Corpay it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions depend on the facts and circumstances of each case. The estimate of the minimum and maximum salary range is CAD $120,000 to $150,000.

About Corpay

Corpay is a global technology organization that is leading the future of commercial payments with a culture of innovation that drives us to constantly create new and better ways to pay. Our specialized payment solutions help businesses control, simplify, and secure payment for fuel, general payables, toll and lodging expenses. Millions of people in over 80 countries around the world use our solutions for their payments.

At Corpay, we are committed to fostering an inclusive and respectful workplace where employees are valued for their diverse perspectives, experiences, and contributions. We believe that diversity, equity, and inclusion strengthen our teams, drive innovation, and support our continued success globally.

As part of our hiring process, offers of employment may be subject to the successful completion of pre-employment screening conducted by an authorized third-party provider, in accordance with applicable laws and Corpay policies. Screening requirements may include employment references, identity verification, criminal record checks, financial or sanctions screening, and other background checks relevant to the role and permitted by local law.

Notice to Recruitment Agencies and Search Firms: Corpay does not accept unsolicited resumes from agencies or search firms without a valid written agreement in place. Any unsolicited candidate submissions will become the property of Corpay, and no fees will be paid related to such submissions.

Corpay is committed to providing equal employment opportunities to all applicants and employees. Employment decisions are made without regard to race, color, religion, sex (including pregnancy), gender, gender identity or expression, sexual orientation, national origin, ancestry, age, disability, marital status, genetic information, military or veteran status, or any other characteristic protected by applicable law. Corpay is committed to fostering an inclusive workplace where individuals are respected and valued for their diverse perspectives, experiences, and contributions. If you require reasonable accommodation during any part of the application or interview process, please notify a representative of the Human Resources Department.

Use of Artificial Intelligence in Hiring

Corpay may use artificial intelligence (AI) and other technology-enabled tools to support certain aspects of the recruitment process, such as application screening, candidate assessment, or interview scheduling. These tools are designed to enhance efficiency, consistency, and fairness throughout the hiring process. AI tools do not make final hiring decisions. All employment decisions involve human review. Corpay is committed to the responsible use of AI, including appropriate oversight and safeguards designed to support fair and unbiased outcomes.

Corpay is committed to fair, equitable, and transparent compensation practices. Compensation decisions are based on objective, job-related factors including skills, experience, qualifications, and market benchmarks. Where required by applicable law, salary or compensation ranges will be included in the job posting or provided prior to the interview process, where required by applicable law. Additional compensation elements such as bonuses, incentives, benefits, or variable pay may apply where applicable.