Sales Compensation Architect & Strategy Partner

RLink Solutions LLC; San Francisco (CA); On-site; USD 162,000 - 180,000; Full time

Job summary

RLink Solutions LLC in San Francisco seeks a Sales Compensation Business Partner to own the total rewards strategy and incentive design for a fast-moving sales population. You will design pay structures, guide hiring decisions, own leveling and benchmarking, and advise executives with clear, data-driven communications.

This high-ownership role requires financial acumen, advanced modeling, and the ability to influence senior stakeholders across Talent Acquisition, Finance, HR, and leadership.

Qualifications

• 6+ years of direct experience in sales compensation design or related FP&A roles.
• Experience in a fast-moving technology environment (SaaS, marketplace, or on-demand logistics is a plus).
• Strong data modeling and analytical capabilities.

Responsibilities

• Plan Design & Strategy: Partner with Sales Ops and Sales Leadership to design end-to-end incentive plans that drive strategic behaviors and growth.
• Cross-Functional Collaboration: Advise Sales Ops, HRBPs, Legal, and Strategy to resolve compensation questions and ensure plan administration.
• Job Architecture: Own evaluations, leveling, segmentation, and OTE-range development using external market data.
• Change Management & Communication: Rollout new plans with clear training materials and calculators for the sales team.
• Financial Modeling & Analytics: Build predictive models to stress-test commissions and forecast ROI of plans.
• Performance Insights: Analyze quota attainment and distributions to guide leadership.

Skills

Sales compensation design

FP&A

Advanced data modeling

Excel/Google Sheets

CaptivateIQ

Spiff

Xactly

Salesforce

Education

Bachelor’s degree in Finance or related field

Tools

CaptivateIQ

Spiff

Xactly

Salesforce

Job description

RLink Solutions LLC in San Francisco seeks a Sales Compensation Business Partner to own the total rewards strategy and incentive design for a fast-moving sales population. You will design pay structures, guide hiring decisions, own leveling and benchmarking, and advise executives with clear, data-driven communications.

This high-ownership role requires financial acumen, advanced modeling, and the ability to influence senior stakeholders across Talent Acquisition, Finance, HR, and leadership.