Incentive Compensation Manager

United States Digital Space LLC; New York (NY); Hybrid; USD 120,000 - 140,000; Full time

Benefits offered by this job

Medical, dental, vision benefits

4‑day in-office/ NYC hybrid

Equity for employees

Day-one 401(k) match

Job summary

United States Digital Space LLC is seeking an Incentive Compensation Manager to run the operational engine behind how we pay our go-to-market teams, reporting into Revenue Operations. You’ll own the monthly commission process, coordinating with Sales, Finance, Legal, and HR to design plans and translate them into system configuration.

The role emphasizes automation, scalable controls, and data-driven decision making, with a NYC-based office and potential for a company incentive bonus.

Qualifications

• At least five years of professional experience in Incentive Compensation, Sales Operations, Revenue Operations, or a related operational role with responsibility for administering variable compensation programs.
• Proven experience running a monthly commission or incentive compensation cycle end to end, with a high bar for accuracy and on-time payout.
• Hands-on experience administering an Incentive Compensation Management (ICM) platform such as Qobra, Spiff, CaptivateIQ, QuotaPath, or a similar solution.
• A systems mindset with a passion for process improvement, automation, and building scalable, well-controlled operational workflows.
• Experience supporting incentive plan design: modeling proposed changes, documenting plan rules, and translating them into calculation logic and system configuration.
• Experience working with Salesforce and partnering with Business Systems or technical teams to troubleshoot upstream data and system issues.
• Strong cross-functional collaboration skills, with experience partnering effectively across Revenue Operations, Sales, Finance, HR, Payroll, and Business Systems.
• Advanced spreadsheet skills; experience with SQL or BI tools is a plus.

Responsibilities

• Run the end-to-end monthly incentive compensation cycle, including data validation, calculations, reconciliation, stakeholder review, issue resolution, and coordination through payroll.
• Administer and continuously improve our incentive compensation management (ICM) platform — plan configuration, quotas, rates, and data integrations — so earnings are accurate and employees have clear, self-service visibility into their attainment and payouts.
• Build and maintain the documentation, controls, and operating procedures that make the compensation process repeatable, auditable, and ready to scale.
• Automate manual steps and improve data quality to increase the speed and accuracy of compensation administration.
• Produce recurring commission reporting, Sales Performance Incentive Fund (SPIF) tracking, partner payout reporting, and ad hoc analyses for Sales and Finance.
• Partner with Revenue Operations, Sales, Finance, HR, Payroll, and Business Systems to operationalize compensation plans, troubleshoot data or system issues, and ensure accurate, timely payouts.
• Support plan design by modeling proposed changes, identifying operational and edge‑case implications, documenting approved plans, and translating them into calculation logic and system configuration.
• Investigate and resolve compensation questions from the field, with clear explanations reps and managers can trust.

Skills

Incentive Compensation

Sales Operations

Revenue Operations

Cross‑functional collaboration

Automation / process improvement

Tools

Qobra

Spiff

CaptivateIQ

QuotaPath

Salesforce

Job description

About the company

the company is a leading, technology-driven financial services company that offers investing, savings, and retirement solutions for retail investors and investment advisors, as well as financial wellness solutions, including a 401(k) for small and medium-sized businesses. Our team is passionate about our mission, to empower people to build wealth with confidence and ease. We’re headquartered in NYC and offer hybrid NY-based positions (four days / week in-office, with no required office days during the summer and winter holidays).

About the role:

the company is looking for an Incentive Compensation Manager to run the operational engine behind how we pay our go-to-market teams, reporting into our Revenue Operations team. In this role, you’ll be responsible for the administration, reporting, and continuous improvement of our incentive compensation programs, ensuring our go-to-market teams are paid accurately, on time, and in accordance with plan design.

You’ll own the monthly commission process from data validation through payout, including the operating cadences, reporting, controls, and cross-functional coordination required to support a reliable and auditable process. You'll also partner with Revenue Operations, Sales, Finance, Legal, and HR to design and operationalize compensation plans, model proposed changes, evaluate operational impacts, and translate approved plans into calculation logic and system configuration.

Beyond commission administration, you'll drive continuous process improvement by identifying manual or inefficient workflows, strengthening documentation and controls, and implementing automation to improve scalability, accuracy, and efficiency.

The ideal candidate combines strong operational ownership with a systems mindset. You’re comfortable working with complex data, managing deadline-driven processes, improving existing systems, and following details through from source data to payment.

This role is based out of our NYC office.

Below we’ve reflected the base salary range for this position. Actual salaries may vary depending on factors including but not limited to location, experience, and performance. The range listed is just one component of the company’s total compensation package for employees.

• New York City: $120,000-$140,000

This job may also be eligible for variable compensation in the form of a company incentive bonus.

A day in the life:

• Run the end-to-end monthly incentive compensation cycle, including data validation, calculations, reconciliation, stakeholder review, issue resolution, and coordination through payroll.

• Administer and continuously improve our incentive compensation management (ICM) platform — plan configuration, quotas, rates, and data integrations — so earnings are accurate and employees have clear, self-service visibility into their attainment and payouts.

• Build and maintain the documentation, controls, and operating procedures that make the compensation process repeatable, auditable, and ready to scale.

• Automate manual steps and improve data quality to increase the speed and accuracy of compensation administration.

• Produce recurring commission reporting, Sales Performance Incentive Fund (SPIF) tracking, partner payout reporting, and ad hoc analyses for Sales and Finance.

• Partner with Revenue Operations, Sales, Finance, HR, Payroll, and Business Systems to operationalize compensation plans, troubleshoot data or system issues, and ensure accurate, timely payouts.

• Support plan design by modeling proposed changes, identifying operational and edge‑case implications, documenting approved plans, and translating them into calculation logic and system configuration.

• Investigate and resolve compensation questions from the field, with clear explanations reps and managers can trust.

What we’re looking for

• At least five years of professional experience in Incentive Compensation, Sales Operations, Revenue Operations, or a related operational role with responsibility for administering variable compensation programs.

• Proven experience running a monthly commission or incentive compensation cycle end to end, with a high bar for accuracy and on‑time payout.

• Hands‑on experience administering an Incentive Compensation Management (ICM) platform such as Qobra, Spiff, CaptivateIQ, QuotaPath, or a similar solution.

• A systems mindset with a passion for process improvement, automation, and building scalable, well‑controlled operational workflows.

• Experience supporting incentive plan design: modeling proposed changes, documenting plan rules, and translating them into calculation logic and system configuration.

• Experience working with Salesforce and partnering with Business Systems or technical teams to troubleshoot upstream data and system issues.

• Strong cross‑functional collaboration skills, with experience partnering effectively across Revenue Operations, Sales, Finance, HR, Payroll, and Business Systems.

• Advanced spreadsheet skills; experience with SQL or BI tools is a plus.

Join a team built on these core valuesWe change lives

Be a part of a community of innovators working to transform financial outcomes for real people. Your work will make an impact, always laddering up to our mission; to empower people to build wealth with confidence and ease.We set audacious goals

We set them for the company, our customers, and ourselves, and we won’t stop until we reach them. We don’t just show up; we give our all, then celebrate our wins.

We value all perspectives

When we collaborate, we're at our best. We believe diverse perspectives lead to better outcomes and strive to uphold our supportive and inclusive community.

We simplify financial services

We’re financial services pioneers, always finding new ways to improve, optimize, and enhance. Constant improvement is in our DNA.

Our Commitment to Your Total Well-being:

• We offer a competitive suite of benefits, including medical, dental, and vision coverage; life and AD&D insurance; short- and long-term disability; infertility support and WPATH-aligned transgender health benefits; an Employee Assistance Program (EAP); transit benefits and FSA and HSA options

• Ownership: Equity for all employees, including new hire and refresher grants.

• Time: Flexible paid time off, paid parental leave, and a fully paid four-week sabbatical in your sixth year.

• Growth: Company-paid professional coaching for all employees.

• Wealth: Day-one 401(k) match plus matching on qualified student loan payments.

What happens next

We’ll take a few weeks to review all applications. If we’d like to spend more time with you, we’ll reach out to arrange next steps, which will include 3-4 sets of meetings with your future colleagues.

In the interview process, we’ll look to learn more about your skills, experiences, capabilities, and motivators. Many of our questions will be aimed at understanding how you might operate here at the company. Depending on the role, we may ask you to complete a case study exercise or technical assessments, as we want to collect a robust set of data points to better inform our decisions.

On average, it takes us around 3-5 weeks to make a hiring decision, depending on your