Director, Sales Compensation Strategy

Workday, Inc.; United States; Ibrido; USD 207.000 - 311.000; Tempo pieno

Vantaggi offerti da questo lavoro

Stock grants

Flexible work arrangements

Descrizione del lavoro

Workday, Inc. is seeking a senior leader to head the Incentive Compensation design for the global GTM organization.

You will build overarching design frameworks, govern programs, and partner with Sales, Finance and Revenue Operations to align pay with growth and financial discipline. You’ll design annual and in‑year plans for direct sellers and overlay roles, craft pay curves and performance levers, ensure governance of quotas, and drive data‑driven optimization.

Competenze

• Minimum of 10 years in sales or GTM functions.
• Minimum of 8 years in sales compensation plan design (annual and in-year) for direct sellers and overlay roles.
• Minimum of 3 years managing people.

Mansioni

• Lead end-to-end design of annual and in-year compensation plans for direct sellers and overlay roles.
• Align compensation structures with GTM priorities, including new business, expansion, retention, and AI offerings.
• Design pay curves, accelerators and performance levers that incent the right behaviours while managing financial risk.
• Partner with Finance and Revenue Operations on quota-setting methodology and deployment.
• Ensure compensation mechanics align with territories, quotas and fiscal planning.
• Support governance processes for true-ups, exceptions and complex deals.
• Identify sales performance gaps and design targeted incentives such as SPIFFs and pilots.
• Measure incentive effectiveness and iterate based on data and results.
• Own dashboards that track attainment, payouts, risk and variance.

Conoscenze

Sales compensation

GTM experience

People management

Executive communication

Descrizione del lavoro

Workday is a Fortune 500 company and a leading AI platform for managing people, money, and agents. We’re shaping the future of work so teams can reach their potential and focus on what matters most. In the first few days, you’ll experience an environment rooted in integrity, empathy, and shared enthusiasm. We’re tackling big challenges with bold ideas and genuine care. We look for curious minds and courageous collaborators who bring optimism, drive and a collaborative spirit. Whether you’re building smarter solutions, supporting customers, or creating a space where everyone belongs, you’ll do meaningful work with teammates who have your back. In return, we’ll give you the trust to take risks, the tools to grow, the skills to develop, and the support of a company invested in you for the long haul.

About the Team

The GTM Incentive Compensation team designs and delivers innovative, data‑driven incentive compensation plans that align performance and pay to Workday’s strategic objectives and drive sustainable revenue growth. We lead the global strategy, design, planning, enablement, communication, and analysis of Workday’s incentive compensation plans for all GTM functions, including Sales, Services, Support and Customer Experience roles.

About the Role

In this role, you will lead a team of incentive designers, establish overarching design frameworks and governance, and own ongoing optimisation of sales incentive programs across our global sales organisation to align compensation with strategic growth objectives and financial discipline. You will partner closely with Sales, Finance, Revenue Operations.

• Lead end‑to‑end design of annual and in‑year compensation plans for direct sellers and overlay roles.
• Align compensation structures with Workday’s GTM priorities, including new business, expansion, retention, and AI offerings.
• Design pay curves, accelerators and performance levers that incent the right behaviours while managing financial risk.
• Partner with Finance and Revenue Operations on quota‑setting methodology and deployment.
• Ensure compensation mechanics align with territories, quotas and fiscal planning.
• Support governance processes for true‑ups, exceptions and complex deals.
• Identify sales performance gaps and design targeted incentives such as SPIFFs and pilots.
• Measure incentive effectiveness and iterate based on data and results.
• Build and maintain compensation analytics to model outcomes before rollout and monitor performance during the year.
• Own dashboards that track attainment, payouts, risk and variance.
• Partner with data teams to ensure reliable and scalable compensation data infrastructure.
• Play a key role in Workday’s Compensation Governance processes.
• Act as a trusted adviser to senior leaders in Sales, Finance and Revenue Operations.
• Translate complex compensation concepts into clear, actionable insights.
• Continuously improve processes across the full sales comp lifecycle.
• Partner with activation teams to land compensation enablement and change management for the global Sales team, including AI‑assisted communications, FAQ generation and plan‑acceptance workflows.
• Partner with the Compensation Administration and Operations teams to ensure design intent translates into accurate, auditable payouts.

The application deadline for this role is the same as the posting end date stated as below: 10/22/2026

VISA Sponsorship

VISA Sponsorship is not available for this role.

About You

Basic Qualifications (Required)

• Minimum of 10 years’ experience in sales or GTM functions
• Minimum of 8 years in sales compensation plan design (annual and in‑year) for direct sellers and overlay roles
• Minimum of 3 years managing people

Other Qualifications

• Strong executive communication and advisory skills, with the ability to simplify complex compensation mechanics for senior leadership
• Proficiency in directing analytical and AI adoption initiatives
• Deep knowledge of compensation and quota governance frameworks
• Experience architecting new metrics, including for consumption and AI monetisation models
• Experience leading Executive Steering Committee meetings and driving key decision narratives
• Experience delivering cross‑functional initiatives across Finance, HR, IT, Product and GTM

Workday Pay Transparency Statement

The annualised base salary ranges for the primary location and any additional locations are listed below. Workday pay ranges vary based on work location. As a part of the total compensation package, this role may be eligible for the Workday Bonus Plan or a role‑specific commission/bonus, as well as annual refresh stock grants. Recruiters can share more detail during the hiring process. Each candidate’s compensation offer will be based on multiple factors including, but not limited to, geography, experience, skills, job duties and business need, among other things.

Primary Location: USA.CA.Home Office Bay Area

Primary Location Base Pay Range: $207,000 USD - $310,600 USD

Additional US Location(s) Base Pay Range: $174,800 USD - $310,600 USD

Additional Considerations: If performed in Colorado, the pay range for this job is $184,000 - $276,000 USD based on min and max pay range for that role if performed in CO.

Our Approach to Flexible Work

With Flex Work, we’re combining the best of both worlds: in‑person time and remote. Our approach enables our teams to deepen connections, maintain a strong community, and do their best work. We know that flexibility can take shape in many ways, so rather than a number of required days in‑office each week, we simply spend at least half (50%) of our time each quarter in the office or in the field with our customers, prospects and partners (depending on role). This means you’ll have the freedom to create a flexible schedule that caters to your business, team and personal needs, while being intentional to make the most of time spent together. Those in our remote “home office” roles also have the opportunity to come together in our offices for important moments that matter.

Pursuant to applicable Fair Chance law, Workday will consider for employment qualified applicants with arrest and conviction records.

Equal Opportunity and Diversity Statement

Workday is an Equal Opportunity Employer including individuals with disabilities and protected veterans.

Workday is committed to providing reasonable accommodations for qualified individuals during our application process, in order to perform one or more essential functions of their job, as well as regarding the use of AI tools for employment decision‑making to any degree. Please see below for more details including how to request an accommodation as a qualified veteran, due to a disability or for religious reasons, or as otherwise provided under applicable law. Workday prohibits taking adverse action against any candidate or employee for reporting a possible violation of this policy, requesting one or more work accommodations, exercising a privacy right, or cooperating in an investigation in accordance with applicable law.

Any employee who retaliates against a candidate or employee for doing so may be subject to disciplinary action, up to and including termination of employment, to the fullest extent allowable under applicable law. If you require a reasonable accommodation, you may email [e-mail], as far in advance as possible.

Workday is a proud equal‑opportunity workplace. Individuals seeking employment at Workday are considered without regard to age, ancestry, colour, gender (including pregnancy, childbirth or related medical conditions), gender identity or expression, genetic information, marital status, medical condition, mental or physical disability, national origin, protected family care or medical leave status, race, religion (including beliefs and practices or the absence thereof), sexual orientation, military or veteran status, or any other characteristic protected by federal, state or local laws. Further, pursuant to applicable local ordinances, Workday will consider for employment qualified applicants with arrest and conviction records. We do not accept resumes from headhunters, placement agencies or other suppliers that have not signed a formal agreement with us.