Sr Manager, Sales Commissions & Incentives (Shawnee Mission)

At T-Mobile, we invest in YOU! Our Total Rewards Package ensures that employees get the same big love we give our customers. All team members receive a competitive base salary and compensation package - this is Total Rewards. Employees enjoy multiple wealth-building opportunities through our annual stock grant, employee stock purchase plan, 401(k), and access to free, year-round money coaches. That’s how we’re UNSTOPPABLE for our employees!*This position is required to work 3 days on site at our Overland Park, KS office. It is not available for remote opportunity.*Job OverviewThe Sr Manager, Sales Commissions & Incentives provides senior people management and operational leadership across HTR Employee Commissions and Incentive functions within T-Mobile's Magenta Service Center, for Customer Care channel operations both for Systems Ops and Client Services supporting the Frontline. This role carries broad accountability across the HTR Employee Commissions and Incentives Operational area, taking ownership of strategic direction, cross-functional alignment, and long-term operational capability. The Sr Manager develops and retains talent, drives significant process improvement and change management initiatives, and serves as a senior advisor to HTR and MSC leadership and business stakeholders on matters related to Commissions and Incentive Operations for Customer Care channel. By setting a high standard for compliance, service quality, and employee experience, the Sr Manager directly shapes the effectiveness of Commissions and Incentive service delivery at scale. This role is essential to building a resilient, high-performing Commissions and Incentive Organization that supports T-Mobile's Frontline and business and sales strategy, people strategy, and operational goals.Job Responsibilities:Provides senior leadership and operational oversight across HTR Employee Commissions and Incentives function — which may include commission system operations, commissions and incentive validation, data management, Frontline employee and partner inquiry resolution — setting the strategic direction for service delivery, establishing performance standards, and ensuring operations are compliant, efficient, and aligned with organizational goals and service level expectations. Leads, develops, and retains a team of Commissions and Incentives operations professionals and business analysts, fostering a high-performing and inclusive culture through clear expectations, ongoing coaching, meaningful development conversations, and talent management practices that build long-term organizational capability. Owns operational performance and accountability for the assigned Customer Care Incentives and Commissions area, monitoring metrics and compliance indicators across a broad operational scope, identifying systemic risks and trends, and driving strategic improvements that enhance the quality, scalability, and resilience of Commissions service delivery. Leads or sponsors significant process improvement, technology, and change management initiatives within the Commissions and Incentives area, partnering with Commissions Technology (IT), Legal, Finance, Compensation Design and Consumer business units to design and implement scalable solutions that advance operational and organizational objectives. Serves as a senior advisor and strategic partner to HTR leadership and business stakeholders, representing Commissions and Incentives operations in enterprise initiatives, influencing policy and program decisions, and ensuring the function's work reflects current and evolving organizational, regulatory, and business requirements. Leads workforce planning and organizational effectiveness activities for the assigned HTR area – Employee Commissions and Incentives, assessing team structure, capacity, and capability needs to ensure the organization is positioned to meet current and future operational demands. Education and Work Experience:Bachelor's Degree OR combination of education and experience deemed equivalent (Required)7-10 years Progressive experience in Sales Commissions and Incentives Operations or shared services, including a minimum of 3 years in a people management role with demonstrated accountability for a broad or complex operational area. (Required)Knowledge, Skills and Abilities:People Leadership: Demonstrated ability to lead and develop operations professionals at varying levels, build a high-performing and inclusive team culture, and align individual and team performance with organizational strategy. (Required)Strategic Thinking: Ability to translate organizational priorities into operational strategy, anticipate future needs and risks across a broad functional area, and make decisions that position HTR Employee Commissions and Incentives operations for long-term effectiveness and scalability. (Required)Commissions Operations & Systems: Broad and advanced knowledge of Commissions and Incentives processes and systems, with the ability to provide senior-level guidance, drive operational excellence, and represent the function credibly with organizational leadership. (Required)Performance Management: Experience establishing performance frameworks and accountability standards across a team or operational area, and driving a culture of continuous feedback, high performance, and professional growth. (Required)Change Management: Proven ability to lead organizational and process change at scale, including stakeholder engagement, communication planning, and adoption strategies that sustain performance and morale through transitions. (Required)Program Management: Ability to lead or sponsor significant cross-functional programs and initiatives, managing scope, risk, and stakeholder alignment to deliver outcomes that advance HTR Employee Commissions and Incentives operational and organizational goals. (Required)Data Analysis: Advanced ability to interpret operational and compliance data across a broad functional scope, identify systemic patterns and risks, and translate insights into strategic recommendations for HTR and business leadership. (Required)Compliance and Accountability: Compliance and Accountability: Comprehensive understanding of Commissions regulatory requirements, with accountability for compliance at an organizational level and the ability to lead the function's response to audits, regulatory changes, and control gaps. (Required)Stakeholder Management: Ability to build trusted relationships with HTR leadership, business stakeholders, and cross-functional partners, influencing decisions and advancing shared priorities at a senior organizational level. (Required)Communication: Exceptional verbal and written communication skills including executive-level presentation, the ability to influence without authority, and the capacity to represent HTR Employee Commissions and Incentives operations credibly at all organizational levels. (Required)Process Improvement: Proven track record of leading large-scale process improvement and operational transformation efforts that deliver measurable gains in compliance, efficiency, and employee experience across a broad functional area. (Required)Customer Focus: Models and reinforces a service-oriented culture across the HTR team, ensuring that operational strategy and day-to-day decisions consistently reflect the needs of employees, managers, and the broader organization. (Required)Emotional Intelligence: Applies emotional intelligence in leading teams, navigating complex organizational dynamics, and building trust with team members, peers, and senior leaders. (Required)Lean Six Sigma: Working knowledge of LEAN, Six Sigma, or continuous improvement methodologies with demonstrated ability to apply them to drive efficiency and operational excellence across a broad functional scope. (Required)Workforce Planning: Experience assessing team capacity, capability gaps, and organizational effectiveness, and developing plans to build and sustain the talent and structure required for long-term operational success. (Preferred)Licenses and Certifications:Sales Performance Management (SPM)/ Incentive Compensation Management (ICM) (Preferred)Varicent/ SAP Commissions(Callidus)/ xActly or similar product Certification: SaaS based SPM Tools used widely across T-Mobile’s Commissions channels (Preferred)Project Management Professional (PMP) (Preferred)LEAN Six Sigma Certification (Preferred)At least 18 years of ageLegally authorized to work in the United StatesTravel:Travel Required (Yes/No): Yes; possibly 10-15%DOT Regulated:DOT Regulated Position (Yes/No): NoSafety Sensitive Position (Yes/No): NoOverland Park, KS Base Salary Range: $136,100 - $184,100Base Pay Range: $125,000 - $225,500Corporate Bonus Target: 20%The pay range above is the general base pay range for a successful candidate in the role. The successful candidate’s actual pay will be based on various factors, such as work location, qualifications, and experience, so the actual starting pay will vary within this range.At T-Mobile, employees in regular, non-temporary roles are eligible for an annual bonus or periodic sales incentive or bonus, based on their role. Most Corporate employees are eligible for a year-end bonus based on company and/or individual performance and which is set at a percentage of the employee’s eligible earnings in the prior year. Certain positions in Customer Care are eligible for monthly bonuses based on individual and/or team performance. To find the pay range for this role based on hiring location, T-Mobile, our benefits exemplify the spirit of One Team, Together! A big part of how we care for one another is working to ensure our benefits evolve to meet the needs of our team members. Full and part-time employees have access to the same benefits when eligible. We cover all of the bases, offering medical, dental and vision insurance, a