Sales Compensation Analyst (Strategic Incentive Programs & Payee Lifecycle)

S&P Global; United Kingdom; Remote; GBP 53,000 - 93,000; Full time

Job summary

S&P Global is seeking a Sales Compensation Analyst to own the SPIFF programs and the payee lifecycle across our global teams. You will translate campaigns into precise incentive logic, run calculations, and ensure accurate payouts from day one to final settlement.

You will build real-time tracking and analytics, support audits, and collaborate with Finance, Legal, and People Partners to resolve disputes and maintain governance.

Qualifications

• 5+ years in sales compensation administration, incentive program management, or sales operations within a multinational organisation.
• Proven track record designing, tracking, and executing tactical commercial incentive programs, SPIFFs, and accelerator campaigns with rigorous budget controls and full audit documentation.
• Payee lifecycle management experience and strong payment governance capabilities.

Responsibilities

• Own end-to-end SPIFF operations - translate briefs into precise qualification criteria, crediting logic and rate tables.
• Build automated tracking engines using SQL, Python, or Alteryx to monitor attainment and prevent duplicates and misallocations.
• Deliver post-campaign ROI analytics and spend assessments in Power BI and archive all eligibility criteria and approvals for audit-readiness.
• Architect and execute active payee lifecycle workflows including system setup, prorated quotas, and ramping accelerators for new hires.
• Compute final settlements, accelerated vesting, and claw back reconciliations; support departures with accurate offboarding calculations.
• Lead forensic investigations into disputes and provide data-backed recalculation findings for leadership and Legal.

Skills

Sales compensation administration

Incentive programs & SPIFFs

Payee lifecycle management

Job description

About the Role:

Grade Level (for internal use):10 Sales Compensation Analyst - Strategic Incentive Programs & Payee Lifecycle

The Team

We are a high-accountability, globally connected Sales Compensation team that values disciplined execution, a strong sense of urgency, and end-to-end ownership. We expect our people to understand the full lifecycle of their work, anticipate downstream impacts, and communicate outcomes with exceptional clarity, whether supporting our broad population of 1,500+ plan participants or partnering with C-level executives. We value precision, responsiveness, sound judgment, collaboration, and people who take ownership through to resolution.

Responsibilities and Impact

If you are at your best when problems are complex, the data is messy, and the stakes are real, this role was built for you. As the operational owner of global SPIFF programs and end-to-end payee lifecycle management at S&P Global Market Intelligence, you will work at the intersection of Commercial Strategy, People Operations, and Sales Finance - ensuring that every compensation event, from a seller's first day to their last commission payment, is calculated precisely, governed rigorously, and resolved with integrity. This is the function that handles what the standard monthly process cannot - and if that is where you do your best work, this role will give you the scope and the challenge to match.

Own end-to-end SPIFF operations - translate commercial campaign briefs into precise qualification criteria, crediting logic, and system rate tables; build automated tracking engines using SQL, Python, or Alteryx to monitor real-time attainment and prevent duplicate claims, eligibility mismatches, and off-policy spend; execute all calculations; deliver post-campaign ROI analytics and spend assessments in Power BI; and archive all eligibility criteria, budget sign-offs, and documentation for full audit-readiness.

Architect and execute active payee lifecycle workflows - manage system setup, prorated quota assignments, draw and guarantee schedules, and ramping accelerators for new hires; model and execute effective-dated target adjustments and split crediting rules for mid-year promotions and role changes; and calculate accurate quota relief, crediting freezes, and temporary account coverage allocations for leaves of absence, in line with regional labour policies and commercial guidelines.

Own departure and offboarding precision - compute final commission settlements, accelerated vesting, trailing pipeline revenue, and exit reconciliation packages for terminations; manage post-departure claw back reconciliations; and build automated script-based routines linking HRIS platforms, including Workday, with enterprise compensation engines to detect personnel changes, effective-date discrepancies, and reporting line anomalies ahead of payroll processing.

Conduct forensic financial investigations and resolve disputes - lead evidence-based technical investigations into high-value sales disputes, contested crediting splits, and payout grievances; model the exact net financial impact of deal cancellations, de-bookings, retroactive invoicing revisions, and claw back schedules; prepare objective, data-backed recalculation findings with clear step-by-step mathematical explanations for commercial representatives and sales leadership; and partner with Legal and People Partners on sensitive executive escalations requiring precise scenario modelling.

Serve as the operational governance and audit liaison - partner with the centralised Governance and Compliance team to operationalize compensation policies; compile audit-ready exception packages for manual overrides, custom draws, departure payouts, and non-standard SPIFF rewards; and supply calculation extracts, system logs, approval documentation, and payee lifecycle audit trails for internal and external SOX testing upon request.

Compensation and Benefits (US Candidates Only)

S&P Global states that the anticipated base salary range for this position is $70,817 to $125,091. Final base salary for this role will be based on the individual's geographic location, as well as experience level, skill set, training, licenses and certifications.

In addition to base compensation, this role is eligible for an annual incentive plan. This role is eligible to receive additional S&P Global benefits. For more information on the benefits we provide to our employees, please visit: https://spgbenefits.com/benefit-summaries

What We Are Looking For

Basic Required Qualifications

• Experience: 5+ years in sales compensation administration, incentive program management, or sales operations within a multinational organisation.
• Incentive Program and SPIFF Expertise: Proven track record designing, tracking, and executing tactical commercial incentive programs, SPIFFs, and accelerator campaigns with rigorous budget controls and full audit documentation.
• Payee Lifecycle: Demonstrated experience managing payee lifecycle mech