Sales Compensation Analyst

Tines; United States; Remote; USD 110,000 - 130,000; Full time

Job summary

Tines is seeking a Compensation Operations Analyst to own the on-time execution of monthly and quarterly commission cycles and to administer the compensation tooling that supports them. This backbone role ensures payees are paid accurately and on time, enabling the GTM organization to run with trust and less friction.

You will work with high-level direction while independently executing cycles, and help administer new consumption-based plan types alongside existing ones as the organization

Qualifications

• 3-5 years in sales compensation administration or RevOps in B2B SaaS.
• Hands-on admin of a modern ICM tool (CaptivateIQ preferred).
• Strong Excel / Google Sheets skills with high accuracy.
• Familiarity with Salesforce reporting and CRM data.

Responsibilities

• Run monthly and quarterly commission calculations accurately and on schedule.
• Administer plan setup, payee assignments, quotas, crediting rules, and data feeds to/from Salesforce.
• Serve as the first line of support for commission queries and disputes.
• Keep quota, credit, and hierarchy data clean and reconciled with the CRM.
• Produce commission statements and standard reporting; support close and accruals with Finance.
• QA calculations and maintain process documentation; flag improvements to the team.

Skills

Sales compensation

Excel / Sheets

Salesforce reporting

Attention to detail

Tools

CaptivateIQ

Xactly

Spiff

Job description

Founded in 2018 with co-headquarters in Dublin and Boston, Tines powers some of the world's most important workflows. Our intelligent workflow platform applies AI, automation, and integration with human ingenuity to drive real business results.

Tines serves a diverse range of customers, from startups to public companies, including Canva, Databricks, Elastic, Kayak, Intercom, and McKesson. As an integrator across the entire tech stack, Tines is vendor-agnostic integrating with any API-enabled service. This flexibility enables our customers to achieve their highest-priority goals faster. And because Tines is secure and private by design, it’s popular with security, IT, engineering, finance, and other security-focused teams.

At Tines, we\u2019re driven by our values of Simplicity, Speed, and Soundness. We\u2019re committed to delivering exceptional customer experiences while fostering a company culture that nurtures individual curiosity, growth, and integrity. We\u2019re excited about what’s next, and we\u2019re looking for others to join us on our journey.

This is a remote position that must be based on the east coast.

This role keeps Tines\' incentive compensation engine running. You will own the accurate, on-time execution of our monthly and quarterly commission cycles and administer the compensation tooling that supports them. It is the backbone role of the comp team: when payees are paid correctly and on time, and their questions are answered quickly, the whole GTM organisation runs with more trust and less friction.

You will work with high-level direction from your manager but be relied on to independently execute the cycle, escalating the genuinely ambiguous calls. As Tines transitions toward consumption-based plans, you will also help administer the new plan types alongside the existing ones.

What you will be doing:

• Run the comp cycles. Execute monthly and quarterly commission calculations in CaptivateIQ accurately and on schedule.
• Administer the tooling. Maintain plan setup, payee assignments, quotas, crediting rules, and hierarchy, and manage the data feeds between Salesforce and the ICM platform.
• Support payees. Be the first line of support for commission queries and disputes; investigate, resolve, and document outcomes with empathy and a customer mindset.
• Keep the data clean. Maintain quota, credit, and hierarchy data and reconcile it against the CRM so calculations are right the first time.
• Report and close. Produce commission statements and standard reporting, and support period close and accruals with Finance.
• Audit and document. QA calculations, maintain clear process documentation, and flag improvement opportunities to the team

What you bring with you:

• 3-5 years in sales compensation administration, sales operations, or a related RevOps role in B2B SaaS.
• Hands-on administration of a modern ICM tool (CaptivateIQ preferred; Xactly, Spiff, or similar acceptable).
• Strong Excel / Google Sheets skills and a high bar for accuracy and attention to detail.
• Familiarity with Salesforce reporting and CRM data.
• Sound judgement handling confidential compensation data, and clear, well-structured communication

How we\u2019ll measure success at this level

• Independently executes the comp cycle with high-level direction, owning a defined scope and using established approaches to solve well-defined problems.
• Delivers high-quality, well-documented output that others can rely on, and communicates clear, simple updates to stakeholders.
• Responsive to payees\' needs; gathers feedback and validates that solutions solve the right problem.

Target Annual Compensation:110-130k (base + bonus) + equity

Applicants for this opportunity must be authorized to work for any employer in the U.S. We are unable to sponsor or take over sponsorship of an employment Visa at this time.

At Tines, we\u2019re all about trying new things and taking the leap. If you\u2019re second-guessing your application, we hope you\u2019ll trust your gut and take the leap too! Applying for a new job isn\u2019t always easy, especially if you\u2019re thinking of acareer pivot– but we\u2019re big believers in learning and growth here at Tines, so you\u2019ve nothing to worry about. A variety of experience, perspectives, and voices makes usthe company we are . We\u2019d love to hear from you.

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp .

Disabilities include, but are not limited to:

• Alcohol or other substance use disorder (not currently using drugs illegally)
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• Cancer (past or present)
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• Deaf or serious difficulty hearing
• Diabetes
• Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
• Epilepsy or other seizure disorder
• Gastrointestinal disorders, for example, Crohn\u2019s Disease, irritable bowel syndrome
• Intellectual or developmental disability
• Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
• Missing limbs or partially missing limbs
• Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
• Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
• Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
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