Finance Manager, Sales Compensation (Energy)

Hunt; New York (NY); On-site; USD 86,000 - 153,000; Full time

Job summary

S&P Global Energy is seeking a Finance Manager, Sales Compensation to lead financial planning, analysis, and operation of sales incentive programs across the SPGE business. You will design compensation plans, model outcomes, support quota and territory planning, and provide insights on compensation cost, sales productivity, and program performance.

The ideal candidate partners with Sales, People Partners, and Finance leadership to ensure plans are documented, compliant, and scalable, while

Qualifications

• 7+ years of experience in finance, FP&A, sales compensation, or incentive planning, with demonstrated progression in scope and responsibility.
• Strong understanding of sales compensation principles, including incentive plan design, commissions, quota methodologies, territory setting and payout governance.
• Proven experience in financial modeling, forecasting, budgeting, and performance analysis.
• Ability to translate complex data into clear business insights and practical recommendations for leadership.
• Strong analytical and problem-solving skills, with high attention to detail and accuracy.
• Experience partnering with cross-functional stakeholders, including commercial leaders, HR, Finance, and Sales Operations.
• Advanced proficiency in Excel and experience working with compensation, planning, or reporting systems.

Responsibilities

• Oversee the financial oversight and analysis of sales compensation programs for SPGE, ensuring plans support commercial goals and financial objectives.
• Partner with business leaders to design, refine, and evaluate sales incentive plans that drive desired seller behavior and align with growth priorities.
• Develop and maintain commission models, incentive calculators, and payout frameworks to support annual planning and in-year program updates.
• Support quota setting and territory planning processes by providing financial analysis, scenario modeling, and performance insights.
• Forecast sales compensation expense, accruals, and payouts, and provide variance analysis against budget, plan, and prior periods.
• Analyze sales performance and compensation outcomes to assess plan effectiveness, cost of sales, pay-for-performance alignment, and return on incentive investment.
• Ensure compensation plans, policies, calculations, and payout processes are well documented, controlled, and administered in a manner that supports clean compliance and auditability.
• Partner with Sales Operations, People Partners, and Finance teams to ensure compensation plans are clearly documented, operationally executable, and consistently administered.
• Review commission calculations and payout processes to ensure accuracy, timeliness, and compliance with plan terms and internal controls.
• Identify trends, risks, and opportunities through ongoing analysis of sales results, attainment distributions, payout patterns, and compensation metrics.
• Prepare reporting and presentations for senior leadership on compensation performance, program effectiveness, and financial impact.
• Lead or support annual compensation planning cycles, including plan design reviews, modeling, budgeting, and implementation.
• Drive process improvements, reporting enhancements, and standardization efforts to improve scalability, transparency, and governance of sales compensation operations.
• Support audits, compliance requirements, and policy reviews related to incentive compensation programs.

Skills

Finance

FP&A

Sales compensation

Forecasting

Data analysis

Stakeholder management

Cross-functional collaboration

Tools

Excel

Compensation systems

Planning systems

Job description

About the Role:

Grade Level (for internal use):

11

The Role:

The Finance Manager, Sales Compensation will lead the financial planning, analysis, and operational support of sales incentive programs across the S&P Global Energy business. This role is responsible for helping design and administer compensation plans that motivate sales performance, align to business priorities, and maintain strong financial controls.

This position partners closely with Sales, Sales Operations, People Partners, and Finance leadership to evaluate plan effectiveness, model incentive outcomes, support quota and territory planning, and provide actionable insights on compensation cost, sales productivity, and program performance. The ideal candidate brings a strong blend of financial acumen, analytical rigor, process discipline, and stakeholder management.

Responsibilities and Impact:

This role is central to ensuring the Energy business has compensation programs that are competitive, financially disciplined, and aligned to strategic growth goals. The Finance Manager, Sales Compensation will help shape decisions that influence seller performance, business investment, and overall commercial effectiveness.

• Manage the financial oversight and analysis of sales compensation programs for SPGE, ensuring plans support commercial goals and financial objectives
• Partner with business leaders to design, refine, and evaluate sales incentive plans that drive desired seller behavior and align with growth priorities
• Develop and maintain commission models, incentive calculators, and payout frameworks to support annual planning and in-year program updates
• Support quota setting and territory planning processes by providing financial analysis, scenario modeling, and performance insights
• Forecast sales compensation expense, accruals, and payouts, and provide variance analysis against budget, plan, and prior periods
• Analyze sales performance and compensation outcomes to assess plan effectiveness, cost of sales, pay-for-performance alignment, and return on incentive investment
• Ensure compensation plans, policies, calculations, and payout processes are well documented, controlled, and administered in a manner that supports clean compliance and auditability
• Partner with Sales Operations, People Partners, and Finance teams to ensure compensation plans are clearly documented, operationally executable, and consistently administered
• Review commission calculations and payout processes to ensure accuracy, timeliness, and compliance with plan terms and internal controls
• Identify trends, risks, and opportunities through ongoing analysis of sales results, attainment distributions, payout patterns, and compensation metrics.
• Prepare reporting and presentations for senior leadership on compensation performance, program effectiveness, and financial impact
• Lead or support annual compensation planning cycles, including plan design reviews, modeling, budgeting, and implementation
• Drive process improvements, reporting enhancements, and standardization efforts to improve scalability, transparency, and governance of sales compensation operations
• Support audits, compliance requirements, and policy reviews related to incentive compensation programs

Compensation/Benefits Information: (This section is only applicable to US candidates)

S&P Global states that the anticipated base salary range for this position is $85,773 to $153,091. 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 click here.

What We're Looking For:

Basic Required Qualifications:

• 7+ years of relevant experience in finance, FP&A, sales compensation, sales operations, or incentive planning, with demonstrated progression in scope and responsibility
• Strong understanding of sales compensation principles, including incentive plan design, commissions, quota methodologies, territory setting and payout governance
• Proven experience in financial modeling, forecasting, budgeting, and performance analysis
• Ability to translate complex data into clear business insights and practical recommendations for leadership
• Strong analytical and problem-solving skills, with high attention to detail and accuracy
• Experience partnering with cross-functional stakeholders, including commercial leaders, HR, Finance, and Sales Operations
• Advanced proficiency in Excel and experience working with compensation, planning, or reporting systems
• Strong written and verbal communication skills, with the ability to influence and build credibility across functions
• Demonstrated ability to manage multiple priorities, work independently, and operate effectively in a fast-paced environment

Right to Work Requirements for US location:

This role is limited to persons with indefinite right to work in the United States.

What’s In It For You?

Our Mission:

Advancing Essential Intelligence.

Our People:

We're more than 35,000 strong worldwide—so we're able to understand nuances while having a broad perspective. Our team is driven by curiosity and a shared belief that Essential Intelligence can help build a more prosperous future for us all.From finding new ways to measure sustainability to analyzing energy transition across the supply chain to building workflow solutions that make it easy to tap into insight and apply it. We are changing the way people see things and empowering them to make an impact on the world we live in. We’re committed to a more equitable future and to helping our customers find new, sustainable ways of doing business. Join us and help create the critical insights that truly make a difference.

Our Values:

Integrity, Discovery, Partnership

Throughout our history, the world's leading organizations have relied on us for the Essential Intelligence they need to make confident decisions about the road ahead. We start with a foundation of integrity in all we do, bring a spirit of discovery to our work, and collaborate in close partnership with each other and our customers to achieve shared goals.

Benefits:

We take care of you, so you cantake care of business. We care about our people. That’s why we provide everything you—and your career—need to thrive at S&P Global.
Our benefits include:

• Health & Wellness: Health care coverage designed for the mind and body.
• Flexible Downtime: Generous time off helps keep you energized for your time on.
• Continuous Learning: Access a wealth of resources to grow your career and learn valuable new skills.
• Invest in Your Future: Secure your financial future through competitive pay, retirement planning, a continuing education program with a company-matched student loan contribution, and financial wellness programs.
• Family Friendly Perks: It’s not just about you. S&P Global has perks for your partners and little ones, too, with some best-in class benefits for families.
• Beyond the Basics: From retail discounts to referral incentive awards—small perks can make a big difference.

For more information on benefits by country visit: https://spgbenefits.com/benefit-summaries

Global Hiring and Opportunity at S&P Global:

At S&P Global, we are committed to fostering a connected andengaged workplace where all individuals have access to opportunities based on their skills, experience, and contributions. Our hiring practices emphasize fairness, transparency, and merit, ensuring that we attract and retain top talent. By valuing different perspectives and promoting a culture of respect and collaboration, we drive innovation and power global markets.

Equal Opportunity Employer

S&P Global is an equal opportunity employer and all qualified candidates will receive consideration for employment without regard to race/ethnicity, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, marital status, military veteran status, unemployment status, or any other status protected by law. Only electronic job submissions will be considered for employment.

If you need an accommodation during the application process due to a disability, please send an email to: [e-mail] and your request will be forwarded to the appropriate person.

US Candidates Only:

Know Your Rights: Workplace discrimination is illegal

20 - Professional (EEO-2 Job Categories-United States of America), FINANC202.2 - Middle Professional Tier II (EEO Job Group)