Sales Compensation - Global Engagement Lead
HP
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Benefits offered by this job
Job summary
HP is seeking an expert in Sales Compensation & Quota Planning to lead the design, governance, and execution of sales incentive and quota programs across a complex, multi-channel go-to-market model. The role sits at the intersection of strategy, analytics, and execution, guiding compensation and quota frameworks to drive growth and scale globally.
The ideal candidate will combine strategic planning with hands-on execution, with 10+ years in sales compensation, leading in large matrixed
Qualifications
- 10+ years of progressive experience in sales compensation and quota planning.
- Experience leading in a large, international, matrixed organization.
- Deep expertise in compensation plan design and quota methodologies across multiple sales roles and international complexity.
- Strong analytical skills translating data into executive-ready insights.
Responsibilities
- Lead end-to-end design of global sales compensation plans across direct, indirect, overlay, and specialist roles.
- Align plans to HP growth strategy, product mix, margins, and channel model.
- Translate priorities into measurable incentive mechanics (rates, accelerators, thresholds, SPIFFs).
- Own annual and in-year quota planning across regions, segments, and roles.
- Develop quota methodologies grounded in data and historical performance.
- Provide executive-level insights and scenario modeling to support decision-making.
Skills
Education
Tools
Job description
HP is seeking an expert in Sales Compensation & Quota Planning to lead the design, governance, and execution of sales incentive and quota programs across a complex, multi-channel go-to-market model. This role sits at the intersection of strategy, analytics, and execution, ensuring compensation and quota frameworks drive the right sales behaviors, support margin and growth objectives, and scale globally with consistency and transparency. The ideal candidate is both strategic and hands‑on, with proven experience leading compensation design and quota planning in large, matrixed organizations and serving as a trusted advisor to Sales, Finance, and Executive leadership.
- Sales Compensation Strategy & Design – Lead the end‑to‑end design of global sales compensation plans across direct, indirect, overlay, and specialist roles.
- Ensure plans are aligned to HP’s growth strategy, product mix, margin objectives, and channel model.
- Balance simplicity, scalability, and motivational impact while maintaining governance and compliance.
- Translate strategic priorities into measurable incentive mechanics (rates, accelerators, thresholds, SPIFFs).
- Quota Planning & Deployment – Own annual and in‑year quota planning cycles across regions, segments, and roles.
- Develop quota methodologies that ensure fairness, achievability, and differentiation, grounded in data and historical performance.
- Partner with Sales Operations, Finance, and GTM leaders to align quotas to revenue targets and capacity models.
- Drive consistent quota allocation processes, timelines, and approval frameworks globally.
- Analytics, Insights & Performance Management – Establish performance analytics to evaluate plan effectiveness, quota attainment, pay‑for‑performance, and ROI.
- Identify trends, risks, and unintended behaviors and recommend plan or quota adjustments.
- Deliver clear executive‑level insights and scenario modeling to support decision‑making.
- Leadership & Stakeholder Management – Act as a trusted advisor to senior Sales and Finance leadership.
- Lead and develop a high‑performing compensation and quota planning team.
- Influence across a matrixed organization without direct authority.
- Navigates ambiguity and competing priorities with executive presence and clarity.
- 10+ years of progressive experience in sales compensation and quota planning.
- Proven leadership experience in a large, international, matrixed organization.
- Deep expertise in compensation plan design and quota methodologies across multiple sales roles and international complexity.
- Strong analytical skills with the ability to translate data into executive‑ready insights.
- Experience leading annual planning cycles with complex stakeholder alignment.
- Advanced knowledge of SPM/ICM platforms (e.g., SAP SuccessFactors, Xactly, Varicent, Forma, or similar).
- Experience in technology, hardware, or hybrid product/services sales models.
- MBA or advanced degree in Business, Finance, or related field.
- Demonstrated experience leading transformations in highly complex matrixed organizations.
- On‑time, high‑quality delivery of annual compensation and quota cycles.
- Improved quota attainment correlation to performance and reduced plan complexity.
- Increased confidence and trust from Sales leadership in incentive fairness.
- Measurable reduction in manual processes and exception handling.
- Clear linkage between incentives, sales behavior, and business outcomes.
Salary: The pay range for this role is $105,050 to $160,000 USD annually with additional opportunities for pay in the form of bonus and/or equity (applies to United States of America candidates only). Pay varies by work location, job‑related knowledge, skills, and experience.
- Health insurance
- Dental insurance
- Vision insurance
- Long term/short term disability insurance
- Employee assistance program
- Flexible spending account
- Life insurance
- Generous time off policies, including;
- 4-12 weeks fully paid parental leave based on tenure
- 11 paid holidays
- Additional flexible paid vacation and sick leave (US benefits overview https://hpbenefits.ce.alight.com/)
- Job - Sales Operations
- Schedule - Full time
- Shift - No shift premium (United States of America)
- Travel - 25%
- Relocation - Not Specified
HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation or any other characteristic protected by applicable national, federal, state, and local law(s). Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence. For more information, review HP’s EEO Policy or read about your rights as an applicant under the law here: "Know Your Rights: Workplace Discrimination is Illegal".
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