Director, Sales Compensation & Planning

Trace3; Irvine (CA); On-site; USD 150,000 - 200,000; Full time

Benefits offered by this job

Comprehensive medical, dental and视视?

401(k) Retirement Plan with Employer |

Competitive Compensation

Training and development programs

Major offices stocked with snacks andB

Job summary

Trace3 is seeking a Director of Sales Compensation & Planning in Irvine, CA. This leadership role designs and governs the company’s incentive programs, overseeing commissions, SPIFFs, overrides, accelerators, and MBO components across sales teams.

You will partner with Finance, GTM, and Sales Leadership to ensure pay-for-performance aligns with growth and profitability goals. The role leads a team of compensation analysts, drives audit-ready governance, and delivers actionable insights through

Qualifications

• Bachelor's degree or equivalent combination of education and experience.
• 8+ years of experience in sales compensation and related fields.
• 3+ years leading and developing teams.
• Deep knowledge of sales incentive plan design, commissions, SPIFFs, overrides, accelerators, quotas, and crediting rules.
• Strong financial modeling and ability to evaluate plan costs and payout scenarios.
• Experience with CRM, ERP, and SPM platforms; advanced Excel skills.
• Ability to partner with cross-functional teams and leadership to align plans with business priorities.

Responsibilities

• Design, document, and maintain annual and in-year sales incentive plans across all segments and roles.
• Lead governance processes for incentive plans with approval workflows and audit trails.
• Define and document sales compensation policies and crediting rules; maintain document libraries.
• Partner with Sales, Finance, and GTM leadership on quotas and territory planning.
• Model plan costs, payout curves, and conduct scenario analyses.
• Build analytics and reporting on attainment distribution and program effectiveness.
• Lead annual sales compensation planning and inform leadership on governance and changes.
• Provide guidance on plan interpretation and crediting rules to Sales leadership.
• Coordinate with compensation administration, payroll, finance, and systems teams to ensure proper configuration.

Skills

Sales compensation design

Forecasting & modeling

Cross-functional partnerships

Communication & presentation

Governance & controls

Leadership & mentoring

Education

Bachelor's degree in Business/Finance/Economics/Accounting/HR

Tools

CRM systems

ERP systems

Sales Performance Management (SPM) platforms

Advanced Excel

Job description

Ready to discover the possibilities that live in technology?

Come Join Us!

Street-Smart-Thriving in Dynamic Times

We are flexible and resilient in a fast-changing environment. We continuously innovate and drive constructive change while keeping a focus on the “big picture.” We exercise sound business judgment in making high-quality decisions in a timely and cost-effective manner. We are highly creative and can dig deep within ourselves to find positive solutions to different problems.

Juice -The “Stuff” it takes to be a Needle Mover

We get things done and drive results. We lead without a title, empowering others through a can-do attitude. We look forward to the goal, mentallymapping outevery checkpoint on the pathway to success, and visualizing what the final destination looks and feels like.

Teamwork -Humble, Hungry and Smart

We are humble individuals who understand how our job impacts the company's mission. We treat others with respect, admit mistakes, give credit where it’s due and demonstrate transparency. We “bring the weather” by exhibiting positive leadership and solution-focused thinking. We hug people in their trials, struggles, and failures – not just their success. We appreciate the individuality of the people around us.

ABOUT THE ROLE:

The Director, Sales Compensation & Planning is responsible for the design, governance, and continuous improvement of Trace3's sales incentive compensation programs. This includes commissions, SPIFFs, overrides, accelerators, and other variable pay programs across the sales organization. The role leads annual incentive plan design, quota and target-setting support, territory planning alignment, and the development of analytics that measure plan effectiveness against Trace3's growth, profitability, and value-capture objectives.

This leader partners closely with GTM Strategy & Operations, Revenue Operations, Finance, and Sales Leadership to ensure compensation programs support business priorities and drive pay-for-performance outcomes across all go-to-market segments. The Director also leads and develops a team of compensation analysts, providing strategic direction, governance, and operational oversight of sales compensation programs.

WHAT YOU'LL DO:

• Design, document, and maintain annual and in-year sales incentive plans, including commissions, SPIFFs, overrides, accelerators, and MBO components, across all sales segments and roles.


• Lead the incentive plan governance process, including plan approval workflows, exception handling, plan change control, and maintenance of a complete audit trail for plan decisions.


• Define and document sales compensation policies, crediting rules, and plan terms. Maintain the sales incentive plan document library and participant plan agreements.


• Partner with Sales, Finance, and GTM leadership on quota and target-setting methodologies, territory and account coverage planning, and segment-level capacity models.


• Model plan costs, payout curves, and pay-for-performance outcomes. Conduct scenario analysis to evaluate potential plan changes and business impacts prior to implementation.


• Build and maintain incentive compensation analytics and reporting that measure attainment distribution, plan effectiveness, participant behavior, and return on incentive spend.


• Lead the annual sales compensation planning cycle, ensuring incentive designs align with segmentation strategy, value-capture priorities, and revenue growth objectives.


• Serve as the subject matter expert for sales incentive compensation programs and provide guidance to Sales leadership on plan interpretation, governance, and crediting-rule matters.


• Partner with compensation administration, payroll, finance, and systems teams to ensure incentive plans are accurately configured and operationalized in downstream systems. This role is accountable for plan design and governance and does not calculate, process, approve, or disburse individual payments.


• Establish plan effectiveness metrics and lead recurring business reviews with GTM and Finance leadership to evaluate program performance and recommend enhancements.


• Lead, coach, and develop a team of compensation analysts, setting priorities, reviewing work product, and building analytical and business partnership capabilities.


• Maintain documentation, controls, and governance practices to support internal and external audits of sales incentive compensation programs.

QUALIFICATIONS & INTERESTS:

• Bachelor's degree in Business, Finance, Economics, Accounting, Human Resources, or a related field, or an equivalent combination of education and experience.


• 8+ years of experience in sales compensation, sales operations, revenue operations, finance, compensation, or related analytical disciplines.


• 3+ years of experience leading and developing professional-level employees and/or teams.


• Deep knowledge of sales incentive plan design, including commissions, SPIFFs, overrides, accelerators, quotas, and crediting rules.


• Strong financial modeling and analytical skills with the ability to evaluate plan cost, payout scenarios, and business impacts and translate findings into actionable recommendations.


• Experience with CRM, ERP, and Sales Performance Management (SPM) platforms; advanced Microsoft Excel skills required.


• Working knowledge of quota setting, territory planning, account coverage models, and go-to-market segmentation.


• Strong governance and controls mindset with exceptional attention to detail, documentation, and process discipline.


• Proven ability to build effective partnerships across Sales, Finance, Revenue Operations, and executive leadership while balancing competing business priorities.


• Excellent written, verbal, and presentation skills, with the ability to communicate complex compensation concepts to senior leaders and stakeholders.


• Experience within a technology, value-added reseller (VAR), distribution, or similar sales-driven environment preferred.

Actual salary will be based on a variety of factors, including location, experience, skill set, performance, licensure and certification, and business needs. The range for this position in other geographic locations may differ. Certain positions may also be eligible for variable incentive compensation, such as bonuses or commissions, that is not included in the base salary.

$150,000 - $200,000 USD

The Perks

• Comprehensive medical, dental and vision plans for you and your dependents


• 401(k) Retirement Plan with Employer Match, 529 College Savings Plan, Health Savings Account, Life Insurance, and Long-Term Disability


• Competitive Compensation


• Training and development programs


• Major offices stocked with snacks and beverages


• Collaborative and cool culture


• Work-life balance and generous paid time off

Our Commitment

At the core of Trace3's DNA is our people. We are a diverse group of talented individuals who understand the importance of teamwork and demonstrating leadership, character, and passion in all that we do.

We’re committed to fostering an inclusive workplace where everyone feels respected, valued, and empowered to grow. We recognize that embracing diversity drives innovation, improves outcomes, fosters collaboration, boosts teammate satisfaction, and builds a more inclusive culture.

As an equal opportunity employer, Trace3 bases all employment decisions based on individual qualifications, merit, and business requirements. We do not engage in discrimination on the basis of race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability, genetic information, or any other characteristic protected by federal, state, or local law.

Any demographic information provided is strictly voluntary, kept confidential in accordance with Equal Employment Opportunity (EEO) regulations, and will not be used in employment decisions, including hiring, promotions, or mentorship programs. We are committed to providing equal employment opportunities for all.

If you require a reasonable accommodation to complete the application process or participate in an interview, please email [e-mail].