Global Sales Incentive Strategy Director

WOOD MACKENZIE INC.; Boston (MA); Hybrid; USD 150,000 - 210,000; Full time

Job summary

Wood Mackenzie seeks a Sales Incentive Compensation Director to own the global go-to-market compensation strategy and plan architecture. You will lead modeling, governance, and analytics across the commercial organization, partnering with Sales, Finance, HR, and Revenue Operations to drive predictable revenue growth.

The role requires deep expertise in incentive compensation, executive communication, and cross-functional influence, with a hybrid work model requiring in-office presence at least 2

Qualifications

• 10+ years of progressive experience in Sales Compensation or related fields.
• Experience owning global go-to-market compensation programs in high-growth or subscription-based environments.
• Strong expertise in incentive compensation design, quota design, and performance management.
• Excellent communication and stakeholder management skills.

Responsibilities

• Lead the design, modeling, and evolution of global sales incentive programs across go-to-market roles.
• Develop governance standards, policies, controls, and approval frameworks for compensation.
• Partner with executives to assess financial impact of structures, accelerators, quotas, and bonuses.
• Deliver executive-level analytics and reporting for planning and business reviews.

Skills

Executive presence

Stakeholder management

Financial modeling

Sales compensation strategy

Leadership

Analytical thinking

Education

Bachelor’s degree in business/finance/economics

MBA or advanced certifications preferred

Tools

Salesforce

Xactly

Varicent

Power BI

Excel modeling

Job description

Wood Mackenzie seeks a Sales Incentive Compensation Director to own the global go-to-market compensation strategy and plan architecture. You will lead modeling, governance, and analytics across the commercial organization, partnering with Sales, Finance, HR, and Revenue Operations to drive predictable revenue growth.

The role requires deep expertise in incentive compensation, executive communication, and cross-functional influence, with a hybrid work model requiring in-office presence at least 2