Director - Sales Compensation
Job Description
About Us
Since 1989, SHI International Corp. has helped organizations change the world through technology. We’ve grown every year since, and today we’re proud to be a $16 billion global provider of IT solutions and services.
Over 17,000 organizations worldwide rely on SHI’s concierge approach to help them solve what’s next. But the heartbeat of SHI is our employees – all 7,000 of them. If you join our team, you’ll enjoy:
Our commitment to diversity, as the largest minority- and woman-owned enterprise in the U.S.
Continuous professional growth and leadership opportunities.
Health, wellness, and financial benefits to offer peace of mind to you and your family.
World-class facilities and the technology you need to thrive – in our offices or yours.
Job Summary
The Director of Sales Compensation is responsible for developing and executing sales compensation strategies that drive revenue growth, align with organizational objectives, and motivate high-performing sales teams. This role leads the design, implementation, and governance of compensation plans, ensuring they are competitive, scalable, and aligned with business priorities. The Director partners cross-functionally with Sales Leadership, Finance, HR, and Operations to ensure performance metrics, incentive structures, and payout processes are accurate, effective, and data-driven. Additionally, this role provides strategic insights to senior leadership, ensuring compensation programs enable productivity, retention, and long-term business success.Role Description
Develop and implement sales compensation strategies that align with revenue goals, market competitiveness, and organizational objectives.
Lead the design, administration, and governance of sales incentive plans, including quotas, commission structures, and bonus programs.
Oversee compensation modeling, forecasting, and budgeting in partnership with Finance to ensure cost efficiency and ROI on incentive spend.
Monitor and evaluate sales performance through compensation analytics and reporting, ensuring plans drive desired behaviors and outcomes.
Partner with Sales Leadership to align compensation plans with go-to-market strategy, territory design, and role expectations.
Collaborate with HR, Finance, and Operations to ensure accurate and timely commission calculations, payouts, and compliance with internal policies.
Build and maintain strong relationships with key stakeholders to drive understanding and adoption of compensation programs.
Ensure compliance with compensation policies, governance standards, and regulatory requirements.
Identify and mitigate risks related to compensation design, administration, and data integrity.
Drive continuous improvement and innovation in compensation practices, leveraging tools, systems, and best practices.
Provide regular reporting and strategic insights to senior leadership on compensation effectiveness, sales performance, and cost trends.
Behaviors and Competencies
Strategic Thinking: Can analyze complex situations, drive organizational transformation, and adapt strategies to changing market conditions.
Leadership: Can lead strategic team initiatives, inspire others to take leadership roles, and foster a culture of shared responsibility and continuous improvement.
Business Acumen: Can provide strategic guidance and insights to drive overall business success.
Communication: Can lead and model exceptional communication at all levels of the organization, develop and implement communication strategies, and coach others to improve their communication skills.
Collaboration: Can lead complex team projects, inspire others to collaborate effectively, and foster a culture of mutual respect and shared purpose.
Problem-Solving: Can lead strategic problem-solving initiatives, inspire others to improve their problem-solving skills, and foster a culture of proactive problem-solving.
Innovation: Can proactively lead organizational adaptability, inspire creativity, and foster a culture of continuous improvement.
Results Orientation: Can inspire a culture of results-orientation across the organization, setting high standards and holding everyone accountable for achieving results.
Adaptability: Can drive strategic transformations, inspire others to embrace change, and foster a culture of continuous adaptation.
Strategic Implementation: Can lead the development and execution of comprehensive strategic plans, inspire and guide teams, and drive organizational change to achieve strategic objectives.
Continuous Improvement: Can lead others in identifying and implementing major improvements and proactively drive continuous improvement across the organization.
Skill Level Requirements
Expertise in sales compensation design, including quotas, commission structures, incentive programs, and plan governance. – Expert
Strong analytical and financial modeling skills, with the ability to assess plan performance and ROI. – Expert
Ability to manage compensation systems, data accuracy, and commission operations processes. – Expert
Proven ability to influence stakeholders and align cross-functional teams on compensation strategy. – Expert
Skilled in strategic planning, program implementation, and change management. – Expert
Ability to lead and develop teams, fostering expertise in compensation strategy and execution. – Expert
Other Requirements
Bachelor’s Degree in Business, Finance, HR, or related field, or equivalent experience required
7–10+ years of experience in Sales Compensation, Finance, Sales Operations, or a related function
4+ years of leadership experience required
Experience supporting high-volume sales teams and complex compensation structures preferred
Ability to travel to SHI, Partner, and Customer events
Ability to travel up to 25%
Preferred:
Experience designing compensation for quota-carrying sales roles (e.g., Inside/Field AEs, Client Solutions Managers)
Expertise with sales compensation tools and modeling (e.g., Xactly, Anaplan, Varicent; advanced Excel/analytics)
Experience partnering with senior sales leadership to align compensation with go-to-market strategy and revenue goals
The estimated annual pay range for this position is $200,000 - $250,000 which includes a base salary and bonus. The compensation for this position is dependent on job-related knowledge, skills, experience, and market location and, therefore, will vary from individual to individual. Benefits may include, but are not limited to, medical, vision, dental, 401K, and flexible spending.
Equal Employment Opportunity – M/F/Disability/Protected Veteran Status