Senior Compensation Operations Manager

Camunda; Oregon; Hybrid; USD 160,000 - 258,000; Full time

Benefits offered by this job

Remote & Flexible

Annual Kickoff events

Health & Wellbeing

Retirement & Insurance

Learning budget

Job summary

Camunda seeks a Senior Compensation Operations Manager to own the design, implementation, and governance of our enterprise sales compensation program. This strategic IC role reports to the VP of Revenue Operations and shapes compensation strategy across our global GTM organization.

You will design incentive structures, manage end-to-end program launches in systems like Xactly and Salesforce, ensure compliance across geographies, and deliver analytics to leadership to drive informed decisions.

Qualifications

• 8+ years in sales compensation, incentive design, or revenue operations in software/SaaS environments.
• Experience designing and managing compensation programs for multiple sales roles.
• Proficiency with sales compensation platforms (Xactly, Anaplan, SAP SuccessFactors) and CRM systems (Salesforce).
• Strong data analysis, Excel skills, and cross-functional collaboration ability.

Responsibilities

• Design annual sales compensation programs and benchmark against market data.
• Launch and govern compensation programs; coordinate cross-functional teams and timelines.
• Configure programs in Xactly/SFDC; validate calculations and data integrity.
• Develop training materials and train sales teams on plan mechanics and rules.
• Maintain documentation and audit trails for compensation decisions.

Skills

Advanced Excel

Data analysis

Cross-functional collaboration

Project management

Strong communication

Tools

Xactly

Anaplan

SAP SuccessFactors

Salesforce

Job description

About the role:

Hi there! We're seeking a strategic and operationally excellent Senior Compensation Operations Manager to own the design, implementation, and governance of our enterprise sales compensation program. This senior-level individual contributor role reports to the VP of Revenue Operations and serves as the architect and steward of compensation strategy across our diverse go-to-market organization.

What You Will Do

Compensation Strategy & Design

• Own the strategic design of annual sales compensation programs for all eligible roles and adjust for market conditions, competitive landscape, and business priorities
• Benchmark compensation against market data and peer software companies; conduct pay equity analysis and recommend adjustments to ensure competitiveness and fairness
• Design commission structures, accelerators, quotas, and incentive mechanics that drive desired sales behaviors and align with revenue goals
• Design and own SPIFF and other incentive programs outside of the official incentive plan
• Lead cross-functional design reviews with Sales, Finance, and executive leadership to validate programs before launch

Program Implementation & Operations

• Manage the end-to-end program launch calendar; coordinate cross-functional efforts and communicate timelines, changes, and deadlines to stakeholders
• Build and maintain the primary source of truth for all compensation program documentation, including plan documents, commission schedules, quota assignments, and policy guidelines
• Configure compensation programs in Xactly and SFDC; validate data integrity, test calculations, and ensure system configurations reflect approved plan design
• Develop training materials and lead training sessions for sales teams on compensation plan mechanics, commission calculations, and incentive rules

Governance & Compliance

• Ensure compensation programs comply with applicable laws, regulations, and company policies across all geographies where we operate
• Manage exceptions, disputes, and appeals related to commissions, quotas, and incentive payouts; work with VP RevOps, Finance and HR to resolve efficiently and fairly
• Maintain audit trails and documentation for all material compensation decisions and changes

Analytics & Reporting

• Build dashboards and reports to monitor role based performance metrics, compensation spend, payout distributions, plan attainment, and ROI on incentive investments. Including SPIFF reporting metrics
• Conduct post-program analysis (win/loss, attainment distribution, program metrics) and deliver insights to leadership on plan effectiveness
• Recommend program adjustments mid-year based on market shifts, business performance, and feedback from sales leaders

Cross-functional Collaboration

• Partner with VP of RevOps to align compensation with business strategy and sales priorities; maintain regular feedback loops with Sales Leaders
• Work directly with Commission Accounting on attainment data, payouts, calculations and discrepancies
• Collaborate with Finance on budgeting, forecasting, and year-end reporting of incentive spend
• Work with People Operations on equity, total rewards strategy, and talent retention initiatives
• Communicate compensation strategy and changes to the broader organization with clarity and confidence

What You Will Bring to the Role

Required Qualifications

• 8+ years of progressive experience in sales compensation, incentive design, or related revenue operations roles (within software, SaaS, or enterprise sales environments preferred)
• Demonstrated expertise in designing and managing compensation programs for multiple sales roles and structures
• Advanced proficiency with sales compensation platforms (Xactly, Anaplan, SAP SuccessFactors, or equivalent); strong data analysis and Excel skills
• Deep understanding of CRM systems (Salesforce preferred) and comfort configuring objects, fields, and reporting for incentive programs
• Strong project management and cross-functional collaboration skills; ability to influence without authority and manage competing priorities
• Excellent communication and presentation skills; comfort translating complex compensation concepts for diverse audiences (sales teams, executives, finance, HR)
• Meticulous attention to detail; strong analytical and problem-solving abilities
• Familiarity with GDPR, CCPA, and other employment law considerations affecting compensation (particularly for global organizations)

Preferred Qualifications

• Experience managing compensation programs across multiple geographic regions with different regulatory requirements
• Background in financial analysis, FP&A, or accounting; understanding of revenue recognition impacts on compensation timing
• Exposure to Customer Success, Services, or other non-traditional sales comp models
• Certification in compensation (e.g., WorldatWork CECP, GRP) or related HR disciplines
• Experience at a high-growth or publicly traded software company

This role is an existing vacancy#LI-JS1 #LI-Remote #C4

What We Have to Offer:

Compensation

We offer competitive, fair, and transparent compensation. Salary ranges are location-based, with Standard and Major markets (global tech hubs) reflecting local competition.

The Annual Total Target Cash (base salary + 100% variable target, where applicable) shown below spans from the minimum in a Standard market to the maximum in a Major market. Final offers depend on skills , experience , and location , and we typically hire in the first half of the range to allow room for growth:

• United States: $160,300.00 to $258,400.00
• United Kingdom: £100,600.00 to £165,500.00
• Singapore: S$199,100.00 to S$298,600.00
• Germany: €103,600.00 to €171,300.00

Equity: We also offer equity (where applicable) through our Virtual Stock Option Plan (VSOP) .

Benefits & Perks

• Remote & Flexible: Work from anywhere with the setup that suits you, home office budget, co-working space support, and flexible time off to recharge when you need it.
• In Person Connection: We invest in meaningful face time through our Annual Kickoff (Vienna in 2025, Madrid in 2026!), team offsites, and Camuni Connection Budgets , including contributing to meetups while travelling,, and local gatherings with fellow Camuni.
• Health & Wellbeing: Access locally tailored healthcare, Modern Health for global mental wellbeing, and our Live Well Lifestyle Spending Account (LSA), a flexible, global benefit that puts you in control of your whole life, not just work, from: staying active, to caring for family, exploring personal passions, meaningful experiences, and investing in your financial wellbeing. The Live Well program launches in 2026 and scales to €1,000 annually from 2027 .
• Financial Security: Retirement and pension plans (often with company contributions), plus life and disability insurance where relevant.
• Professional Growth: Up to $/€/£1,000 per year for self-driven learning: courses, certifications, books, you decide!

AI in our hiring process :

Camunda may use AI tools to aid the screening of applications and during the interview process. You can learn more here

Everyone is welcome at Camunda — it's a celebrated component of our culture. We strive to create an inclusive environment that empowers our people. At Camunda, we honour diverse cultures and backgrounds and are proud to be an equal opportunity employer. All qualified applicants will receive consideration without regard to gender, race, ethnicity, religion, belief, sexual orientation, age, disability or any other protected characteristics under applicable law.

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