Senior Incentive Compensation Accountant (Hybrid: Duluth, GA)

Description Senior Accountant - Incentive Compensation
(Manager Track)

Hybrid: Duluth, GA (3 days in-office / 2 days remote)

Who We Are

As the United States' largest light industrial staffing company and the first workforce-as-a-service provider, our digital-first approach to staffing is rooted in a rich history of delivering high-quality, scalable workforce solutions to the organizations driving the American supply chain. Our colleagues are guided by our purpose of Championing People, Unlocking Potential and bring this to life every day as they help put hundreds of thousands of people to work at tens of thousands of companies across the country. The foundation of our culture is built upon a bridge to better, offering our colleagues rewarding and growth oriented experiences that positively impact lives and businesses in innovative and meaningful ways.

This role is not HR compensation, Sales Operations, analytics, or system administration.
This role is for accountants who personally build incentive compensation models, configure incentive plans in a compensation platform, and calculate payouts that flow directly into journal entries and accruals .
If your experience is limited to reviewing models, administering HR compensation programs, or running reports, this role will not be a fit.

Job Summary

The Senior Accountant - Incentive Compensation (Manager Track) is responsible for owning incentive compensation accounting, governance, and system administration in a private company environment. This role serves as the lead for incentive compensation and Varicent, with accountability for accurate calculation, accrual, payout support, and financial reporting. The position also plays a critical role in designing scalable processes, mentoring junior team members, and evolving incentive controls as the business grows.

Reporting Structure

• This role reports to the Director of Accounting and sits within an accounting and finance team of approximately 20 professionals. The Senior Accountant has direct supervisory responsibility for one analyst supporting incentive compensation, including reviewing their work, coaching their technical development, and owning the quality and timeliness of their deliverables. Advancement to Incentive Compensation Manager is performance-based and earned through demonstrated mastery of the role, expansion of scope, and readiness to take on broader people-leadership responsibilities.

Work Arrangement

• This is a hybrid role with an expectation of one to three days per week in the office. Travel requirements are minimal.

Key Responsibilities

Incentive Compensation Ownership & Varicent Leadership

• Serve as the finance owner and subject matter expert for the Varicent incentive compensation system

• Lead incentive plan configuration, rule development, validation, and testing within Varicent

• Oversee monthly and quarterly incentive calculations, ensuring alignment with approved compensation plans

• Act as escalation point for complex incentive issues, disputes, and exceptions

• Partner with leadership on incentive plan design feasibility and system implementation

Accounting, Accruals & Financial Reporting

• Own monthly incentive compensation accruals, true-ups, and related journal entries

• Ensure accurate expense recognition in accordance with U.S. GAAP in a private-company environment

• Perform balance sheet reconciliations related to commissions, bonuses, and variable compensation

• Prepare management-level reporting and analysis for leadership related to incentive costs

• Own the company's technical accounting position for incentive compensation under ASC 606 and ASC 340-40, including the analysis and documentation supporting the current practical expedient election (amortization period of one year or less), and reassess the conclusion as plan design, contract terms, or business strategy evolve

• Partner with revenue accounting and FP&A to evaluate ASC 340-40 implications of any proposed incentive plan changes prior to finalization, ensuring accounting impact is fully understood before plans are launched

Leadership, Mentorship & Manager Readiness

• Provide functional guidance and review work for junior accountants or analysts supporting incentives

• Lead training and knowledge transfer related to incentive processes and Varicent usage

• Develop and document scalable processes, controls, and standard operating procedures

• Demonstrate readiness for people management through ownership, coaching, and cross-functional leadership

Controls, Governance & Audit Readiness

• Design, maintain, and enhance internal controls over incentive compensation and Varicent access

• Support audit and diligence requests common in private-company environments (e.g., lenders, investors, potential transactions)

• Ensure compliance with internal compensation governance and approval frameworks

• Proactively identify and mitigate financial and operational risk related to incentive compensation

Cross-Functional Partnership & Process Improvement

• Partner with Sales Operations, HR, Payroll, and IT for incentive-related matters

• Oversee payroll file preparation and approval for incentive payouts

• Lead automation and efficiency initiatives to support business growth and system scalability

• Drive continuous improvement in data accuracy, reporting, and cycle times

Systems Environment

This role operates within a connected finance and revenue tech stack. The Senior Accountant will work directly with the following systems on a regular basis:

• Varicent - primary system of ownership for incentive compensation administration, configuration, and calculation

• Lawson - corporate general ledger and ERP

• Workday Adaptive Planning - financial reporting platform and a key upstream source system feeding data into Varicent

• Salesforce - primary CRM and source of sales transaction data feeding Varicent

• Snowflake - enterprise data warehouse; SQL-based queries against Snowflake feed sales and operational data into Varicent

• Microsoft Excel - used extensively for plan modeling, payout scenarios, true-ups, and ad hoc analysis

Qualifications Required

• Bachelor's degree in accounting or finance

• 5+ years of progressive accounting experience, with a minimum of 2 years of direct, hands-on ownership of incentive compensation or sales commissions accounting. This is a critical requirement and is not substitutable with general accounting experience.

• Demonstrated Varicent experience in both administrator and end-user capacities, including plan configuration, rule and calculation logic development, data integration, and payee setup, as well as day-to-day execution of calculation cycles, statement generation, payee inquiry support, and reporting

• Advanced Excel proficiency with proven ability to build financial models - not simply analyze data - to support annual commission plan revisions, new plan design, payout scenario modeling, and what-if analysis for business decisions

• Strong working knowledge of accrual accounting and U.S. GAAP

• Proven ability to lead processes and influence cross-functional stakeholders across Sales Operations, HR, Payroll, and Finance leadership

Preferred Experience

• Experience in a private, high-growth, or PE-backed company

• Prior exposure to manager-track responsibilities (reviewing work, mentoring, project leadership)

• Hands-on experience with Lawson (or comparable cloud ERP), Workday Adaptive Planning, and Salesforce, with a strong understanding of how these systems integrate as upstream inputs into Varicent

• Working familiarity with Snowflake as an enterprise data source, and read-level SQL fluency sufficient to query, validate, and troubleshoot data flowing into Varicent without dependency on the data team

• Comfort operating in a connected revenue and finance ecosystem where data integrity across multiple source systems directly drives commission accuracy

Leadership Competencies & Success Factors

• Ownership mindset with strong accountability

• Ability to translate incentive plans into system logic, accounting outcomes, and executive-ready insights

• Strong judgment, discretion, and attention to detail

• Process-builder mentality with focus on scalability

• Clear communicator with the ability to partner across technical and non-technical teams

Employbridge offers a competitive base salary plus monthly bonus potential! Additional benefits package for full time colleagues that includes:

• Comprehensive Medical, Dental & Vision benefits starting on the first of the month following hire date
• 8 Paid Holidays per year
• Paid Time Off
• 401(k)
• Wellness Program
• Parental Leave

The anticipated annual base salary for this position is $90k - $97k + commission. This range does not include any other compensation components or other benefits that an individual may be eligible for. The actual base salary offered depends on a variety of factors, which may include as applicable, the qualifications of the individual applicant for the position, years of relevant experience, specific and unique skills, level of education attained, certifications or other professional licenses held, and the location in which the applicant lives and/or from which they will be performing the job.

The EmployBridge Story

EmployBridge is the largest light industrial staffing supplier in the United States and a preeminent resource for professional staffing. We offer local expertise and service through our 400+ branches.

EmployBridge offers a competitive benefits package which includes Medical/Dental/Vision, prescription drug benefits, 401(k), paid time off and holidays, a wellness program, and more. We also offer a variety of career paths and encourage promotion from within.

At EmployBridge, we operate an entire family of specialty staffing companies that include: ResourceMFG, Select Staffing, ProLogistix, ProDrivers, RemX Specialty Staffing, Westaff, and Remedy Intelligent Staffing. To find out more, visit us at

EmployBridge is an Equal Opportunity Employer committed to diversity and inclusion. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, disability, military or veteran status, genetic information, or any other characteristic protected by federal, state or local laws.

Equal Opportunity Employer


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