Sales Compensation Manager

Delane Consulting and Talent Management; United States; Remote; USD 61,992 - 82,656; Full time

Job summary

A leading healthcare consultancy is seeking a Sales Compensation Manager for a remote contract role. This position requires 5+ years of sales compensation design experience and expertise in managing compensation during post-merger integrations. The hire will lead the creation of effective incentive plans and ensure competitive compensation structures. Ideal candidates should have a relevant bachelor's degree, advanced skills in Excel and SQL, and the ability to navigate organizational changes effectively.

Qualifications

• 5+ years of experience in sales compensation design.
• Proven track record of managing compensation during post-merger integration.
• Expert-level Excel and SQL skills for complex data modeling.

Responsibilities

• Lead the design of new incentive plans to drive desired sales behaviors.
• Conduct audits and salary surveys to ensure competitive compensation.
• Develop training materials to aid understanding of new earning potential.

Skills

Sales compensation design

Advanced Excel skills

SQL modeling

Analytical thinking

Negotiation skills

Education

Bachelor’s degree in Finance, Economics, Business, or Human Resources

Tools

Salesforce

ICM software

Job description

Pay Range

Delane Consulting and Talent Management provided pay range: $45.00/hr - $60.00/hr

Overview

Our client, a leading healthcare insurance organization in the New York City area, is seeking a highly skilled Sales Compensation manager with general sales compensation experience as well. This is a remote, 3 to 6 month contract assignment for a candidate that can operate with speed, discipline, and high consultative capability when partnering with Sales personnel and leadership.

Job Profile Summary

The Compensation Consultant role will drive the end-to-end design, implementation, and harmonization of our client's sales incentive and broad based compensation programs. This critical role involves architecting high-impact sales compensation plans for our front line sales organization while simultaneously providing sales compensation guidance and expertise to ensure the ease of integration for a recently acquired entity. The role will evaluate legacy structures against our "Ideal Integrated Org" model, identifying gaps and risks to ensure a unified, high-performing sales force. In addition to sales compensation incentive plans, the role will also build out broad based compensation frameworks for roles within the organization supporting sales efforts.

Primary Duties and Responsibilities

Strategic Plan Design & Modeling

• Lead the design of new incentive plans, including base/variable pay mixes, quotas, and accelerators, ensuring they drive desired sales behaviors.
• Use advanced Excel or SQL modeling to simulate payout scenarios, testing for fiscal responsibility and alignment with revenue targets.
• Conduct regular audits and salary surveys to ensure compensation remains competitive and equitable in a shifting talent market.

Acquisition Analysis & Strategic Integration

• Perform deep-dive evaluations of the acquired company’s legacy plans, comparing their philosophy and mechanics to the parent organization.
• Identify misalignments between legacy structures and the "ideal integrated" model, specifically regarding territory assignments, quotas, and role definitions.
• Quantify and track revenue synergies resulting from a unified sales force and standardized compensation frameworks.

Systems & Change Management

• Develop clear documentation and training materials to reduce "payout anxiety" and ensure all reps understand their new earning potential.
• Act as the primary liaison between HR, Finance and Sales to secure buy-in for integrated compensation strategies.

Required Experience and Education

• Bachelor’s degree in Finance, Economics, Business, or Human Resources.
• 5+ years of experience in sales compensation design, with a proven track record of managing compensation during a post-merger integration (PMI).
• 2+ years of experience completing job analysis and building a job architecture for broad based compensation plans.
• Expert-level Excel and SQL skills for complex data modeling; experience with Salesforce and modern ICM software.
• Exceptional analytical thinking, high-stakes negotiation skills, and the ability to manage complex cultural shifts during organizational changes.

Preferred Experience and Education

• Certified Sales Compensation Professional (CSCP) or Certified Compensation Professional (CCP) preferred.

Seniority Level

• Associate

Employment Type

• Contract

Job Function

• Human Resources

Industries

• Health and Human Services and Insurance Carriers