Global Head of Sales Compensation

divh2Global Head Of Sales Compensation/h2pWe are looking for a Global Head of Sales Compensation to lead the design, administration, and governance of incentive compensation across GBSGs entire sales organization spanning Direct, SMB, and Channel/Partner go-to-market motions./ppThis is a Group Manager-level role with enterprise-wide scope and direct accountability for how Intuit attracts, motivates, and rewards its commercial talent. You will own the full compensation lifecycle from annual plan design through platform operations, payout accuracy, dispute resolution, and analytics while serving as the primary compensation authority for Sales, Finance, HR, and Legal stakeholders./ppGBSG is in an active growth and transformation phase. We are scaling our indirect sales motion, modernizing our incentive compensation infrastructure, and building the analytics capabilities needed to run a data-driven commercial organization. The person who steps into this role will have the mandate, the visibility, and the executive support to shape that transformation./ph3Responsibilities/h3ulliIncentive Plan Design Strategy/liliLead the annual comp plan design cycle for all eligible GBSG roles across Direct and Channel sales including quota-bearing individual contributors, overlay specialists, and sales leadership/liliDevelop and maintain a unified compensation philosophy that is competitive in the market, motivating to sellers, and affordable to the business/liliDesign incentive structures that support both direct and indirect/partner selling motions, including accelerators, SPIFFs, and co-sell incentive frameworks/liliPartner with HR Total Rewards and Finance to align OTE positioning, pay mix, and leverage to market benchmarks and internal equity standards/liliTranslate GTM strategy changes new segments, new products, coverage model evolution into comp plan updates delivered with speed and accuracy/li/ululliICM Platform Operations/liliOwn end-to-end administration of the incentive compensation management (ICM) platform including processing accuracy, system integrity, and payout operations at scale/liliDrive platform modernization initiatives, including system migrations, integration projects with CRM and HR systems, and expansion of automated coverage to previously manual populations/liliPartner with technology and engineering teams to define ICM architecture requirements and ensure the platform scales with the business/liliEstablish operational discipline: monthly payout processing, exception handling, audit trails, and continuous improvement of administration workflows/li/ululliGovernance, Controls Compliance/liliBuild and own an audit-ready ICM governance framework documented controls, payout authorization procedures, calculation auditability, and change management processes/liliLead the comp plan approval workflow: plan documentation, cross-functional review, legal sign-off, and version control/liliDesign and enforce a dispute resolution process with defined SLAs, clear escalation paths, and consistent outcomes/liliEnsure all compensation programs comply with applicable labor law, commission regulations, and Intuit policy across geographies/li/ululliAnalytics Seller Transparency/liliBuild real-time earnings visibility for sellers and managers attainment tracking, quota-to-payout reconciliation, and mid-period performance insight/liliDeliver executive-level reporting on comp program performance: plan cost vs. budget, incentive effectiveness, and ROI on comp spend/liliDevelop proactive analytics to surface payout anomalies, quota misalignment, and plan design issues before they escalate/li/ululliTeam Stakeholder Leadership/liliBuild and lead the Sales Compensation team defining structure, hiring roadmap, and operating model for plan design, administration, and analytics functions/liliServe as the primary compensation authority across Sales, Finance, HR, and Legal translating field feedback and business strategy into compensation decisions/liliOperate as a trusted partner to Channel Sales leadership, ensuring indirect seller incentives are purpose-built for partner selling motions/li/ulh3Qualifications/h3ulli10+ years in Sales Compensation, Incentive Compensation Management, or Revenue Operations with at least 3 years in a senior or people leadership role/liliExperience designing and administering comp programs at scale: 500+ eligible payees, multi-segment, and ideally multi-geography environments/liliHands-on expertise with at least one enterprise ICM platform (e.g., SAP Commissions, Xactly, Varicent, or equivalent), including configuration, administration, and migration experience/liliDemonstrated experience designing incentive structures for both direct and channel/partner sales organizations/liliBackground building or significantly improving ICM governance and controls in a Finance-scrutinized environment/li/ulh3Preferred Qualifications/h3ulliExperience in B2B SaaS, FinTech, or high-growth technology organizations with complex, multi-product GTM models/liliExposure to quota management and territory planning processes and their integration with compensation design/liliFamiliarity with SOX-relevant controls in a compensation or Finance operations context/liliStrong executive communication skills able to present comp strategy and program performance to C-suite audiences with clarity and confidence/li/ulpIntuit provides a competitive compensation package with a strong pay for performance rewards approach. This position may be eligible for a cash bonus, equity rewards and benefits, in accordance with our applicable plans and programs (see more about our compensation and benefits at Intuit: Careers | Benefits). Pay offered is based on factors such as job-related knowledge, skills, experience, and work location. To drive ongoing fair pay for employees, Intuit conducts regular comparisons across categories of ethnicity and gender. The expected base pay range for this position is:/ppBay Area California $ 210,000- 284,000/p/div