Director, Sales Compensation

AustinGeneral and Administrative – Finance /Full-time /RemoteAbout BazaarvoiceAt Bazaarvoice, we create smart shopping experiences. Through our expansive global network, product-passionate community & enterprise technology, we connect thousands of brands and retailers with billions of consumers. Our solutions enable brands to connect with consumers and collect valuable user-generated content, at an unprecedented scale. This content achieves global reach by leveraging our extensive and ever-expanding retail, social & search syndication network. And we make it easy for brands & retailers to gain valuable business insights from real-time consumer feedback with intuitive tools and dashboards. The result is smarter shopping: loyal customers, increased sales, and improved products.The problem we are trying to solve : Brands and retailers struggle to make real connections with consumers. It's a challenge to deliver trustworthy and inspiring content in the moments that matter most during the discovery and purchase cycle. The result? Time and money spent on content that doesn't attract new consumers, convert them, or earn their long-term loyalty.Our brand promise : closing the gap between brands and consumers.Founded in 2005, Bazaarvoice is headquartered in Austin, Texas with offices in North America, Europe, Asia and Australia. It’s official: Bazaarvoice is a Great Place to Work in the US , Australia, India, Lithuania, France, Germany and the UK!We are seeking an executive-facing, player-coach Director, Sales Commissions to lead the global strategy, plan design, execution, and analytics for our sales incentive compensation programs. Reporting to the VP of Finance Operations, you will serve as the subject matter expert and strategic partner to HR and Revenue leadership.This role bridges executive-level strategy with hands-on operational execution. You will design variable comp plans that align with company growth objectives, evaluate plan efficacy through deep performance analytics, and manage end-to-end execution through our commissions system, Everstage. You will oversee a distributed team of two individual contributors (located in the US and London), driving high performance, continuous process improvement, operational efficiency, and strict payout accuracy while leveraging modern tools like AI to transform day-to-day workflows.Reporting StructureThis role reports directly to the VP of Finance OperationsWhat You'll Be Doing:Lead the annual sales compensation plan design process across both B2B SaaS (recurring revenue) and non-recurring revenue business models. Translate company targets into effective incentive structures and comprehensive plan documentation. Executive Alignment: Model compensation scenarios, present strategic plan recommendations directly to the CRO and CFO, and lead iterative revisions to land final executive approval.Define and maintain clear governance policies for variable compensation, including leaves of absence (LOA), guarantees, ramps, plan exclusions, exception management, and mid-year quota adjustments.Partner closely with HR, Revenue, and Sales Operations to gather business inputs, align on role-based metrics, ingest quotas and territories, and ensure smooth plan rollout and policy enforcement.Oversee the end-to-end execution and calculation of all variable comp plans within Everstage. Drive flawless payout accuracy, timely execution, and clear communication to maintain organizational trust with payees.Review, validate, and sign off on monthly and quarterly global commission and bonus payroll workbooks across US and international schedules prior to submission to Payroll.Audit and optimize operational workflows within Everstage. Partner closely with HR Operations/HRIS on data pipeline syncs (Workday to Everstage) to monitor, audit, and resolve data quality gaps (e.g., transfers, promotions, new hires).Maintain a solid understanding of upstream deal structure and configuration within Salesforce CPQ. Resolve complex commissioning questions tied to stair-step deals, multi-year acceleration, early renewals, and custom contract terms.Serve as the primary decision-maker for first-level plan exceptions, dispute resolutions, and policy interpretations, formulating firm, data-backed recommendations prior to escalation.Executive & Board-Level Reporting: Build and deliver performance monitoring analytics, quota/plan attainment KPIs, and commission expense insights. Deliver board-pack inputs and present quarterly performance analytics to the CFO as part of Finance Operations Quarterly Business Reviews (QBRs).Partner with the Enterprise Data team to define business requirements, ensure data accuracy, and maintain reporting models within the company’s data warehouse (Snowflake) and reporting platforms (Tableau).Partner with FP&A and Accounting to provide accurate, data-driven inputs for commission expense forecasts, month-end/quarter-end commission accruals, and capitalized commissions.Lead, coach, and mentor a remote team of two analysts (US and London). Set clear performance expectations, foster individual professional growth, and drive a culture of accountability and support.Drive continuous innovation by actively experimenting with AI tools (e.g., Gemini, Claude) to streamline analytics, automate operational workflows, and empower the broader team to adopt modern technologyWhat You'll Bring:8+ years of progressive experience in sales compensation or incentive management, including 5+ years of direct people management experience.Deep expertise designing and administering incentive plans in B2B SaaS / recurring revenue environments, along with experience accounting for non-recurring revenue models.Direct experience with commission management platforms (Everstage preferred, or equivalent SPM systems like CaptivateIQ, Spiff, Xactly). Advanced Excel skills for financial modeling.Experience partnering with HRIS systems and data pipelines (Workday to Everstage integration experience strongly preferred).Familiarity partnering with data teams on requirements for data warehousing and analytics platforms (Tableau and Snowflake experience is a plus).Operational understanding of Salesforce CPQ, deal flows, quote-to-cash processes, and complex contract mechanics (e.g., stair-steps, multi-year).Player-Coach Mindset: Willingness to roll up your sleeves to perform detailed analytics and operational execution while guiding strategic direction.Superior verbal and written communication skills with a proven ability to present complex financial models, defend plan designs, and present quarterly business results to executive leadership (CFO, CRO, VPs).Strong business acumen to independently evaluate exception requests and provide firm, well-reasoned recommendations.Strong coaching and performance management capabilities suited for a distributed, remote team environment.An innovative mindset with a desire to experiment with and drive team adoption of emerging technologies and AI platforms (e.g., Claude).$174,000 - $200,000 a yearAt Bazaarvoice, we carefully consider multiple factors when determining compensation. Since we believe the transparency and integrity builds trust, we want to share that we expect the base salary for this position to be in the range listed above and is based on Bazaarvoice's good faith belief at the time of posting. Actual compensation may vary based on factors such as geographic location, work experience, market conditions, education/training, and skill level. While this is a good faith estimate of the expected base pay range, Bazaarvoice reserves the right to pay outside this range if these assumptions and understandings are modified as we progress through the interview process. Your recruiter can share more about the salary range and total compensation package during the hiring process. If this compensation is somewhere close to your desired range, we encourage you to apply!Why join Bazaarvoice?Customer is keyWe see our own success through our customers’ outcomes. We approach every situation with a customer first mindset.Transparency & Integrity Builds TrustWe believe in the power of authentic feedback because it’s in our DNA. We do the right thing when faced with hard choices. Transparency and trust accelerate our collective performance.Passionate Pursuit of PerformanceOur energy is contagious, because we hire for passion, drive & curiosity. We love what we do, and because we’re laser focused on our mission.Innovation over ImitationWe seek to innovate as we are not content with the status quo. We embrace agility and experimentation as an advantage.Stronger TogetherWe bring our whole selves to the mission and find value in diverse perspectives. We champion what’s best for Bazaarvoice before individuals or teams. As a stronger company we build a stronger community.Want to see our culture in action? Explore our global Linkedin Life Page, Life at Bazaarvoice to see the bigger picture, or visit our North America Life Page to meet our regional teams and see what life is like in our local offices. Commitment to diversity and inclusionBazaarvoice provides equal employment opportunities (EEO) to all team members and applicants according to their experience, talent, and qualifications for the job without regard to race, color, national origin, religion, age, disability, sex (including pregnancy, gender stereotyping, and marital status), sexual orientation, gender identity, genetic information, military/veteran status, or any other category protected by federal, state, or local law in every location in which the company has facilities. Bazaarvoice believes that diversity and an inclusive company culture are key drivers of creativity, innovation and performance. Furthermore, a diverse workforce and the maintenance of an atmosphere that welcomes versatile perspectives will enhance our ability to fulfill our vision of creating the world’s smartest network of consumers, brands, and retailers.As part of our final selection process, the successful candidate will be required to undergo a routine pre-employment background check. This process is strictly conditional upon your prior written consent. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.