Manager, GTM Incentive Compensation

It's fun to work in a company where people truly BELIEVE in what they're doing! We're committed to bringing passion and customer focus to the business. Role Overview We are seeking a strategic and analytically driven GTM Incentive Compensation Manager to lead all our commission and variable compensation programs across all go-to-market functions. This is not merely a commission administration role — it is a seat at the planning table. You will own the design, governance, and financial management of all GTM variable pay programs, including sales commissions, SPIFs, MBO-based plans, and performance bonuses across Sales, Customer Success, and Marketing. Critically, you will build the modelling infrastructure and attainment analytics that give leadership real-time visibility into plan effectiveness, payout trends, and compensation ROI. You will serve as the subject matter expert on incentive compensation strategy — partnering with GTM leaders, Finance, HR, and RevOps to shape how we pay, motivate, and retain our commercial teams. This includes participating in annual planning cycles, advising on quota design, and presenting compensation analyses to senior leadership and the Compensation Committee. This is a player‑coach role; you will own strategy and governance while overseeing execution with support from Analysts. Key Responsibilities GTM Variable Compensation Strategy Lead the design and annual refresh of all GTM variable compensation plans: commissions, SPIFs, MBO-based plans, and retention and performance bonuses across Sales, Customer Success, and Marketing. Translate company growth objectives into differentiated, role‑specific incentive structures that drive the right behaviors at each stage of the customer lifecycle. Define plan mechanics, quota structures, accelerators, and caps in collaboration with Sales Leadership, RevOps, and Finance. Proactively benchmark plans against market data and recommend structural changes to keep compensation competitive and aligned with business strategy. Ensure all variable comp plans are documented, approved, and communicated clearly to all eligible employees. Financial Modeling, Attainment & Insights Own all variable compensation financials across every GTM plan: accruals, budgeting, forecasting, and multi‑scenario modeling. Build and maintain dynamic compensation models to assess the P&L impact of plan design changes, headcount shifts, quota changes, and market adjustments. Track attainment at the team, segment, and individual level; surface patterns in performance distribution to identify coaching gaps, structural plan issues, or quota calibration problems. Deliver regular insights to Sales and Finance leadership on payout trends, quota attainment rates, earnings distributions, and plan ROI. Develop dashboards and reporting frameworks that provide real‑time visibility into variable compensation spend versus budget. Support monthly, quarterly, and annual financial close cycles with accurate accruals and variance analysis. Strategic Business Partnering Serve as the strategic advisor on all variable compensation matters to GTM leadership — bringing a point of view and recommendations, not just analysis. Participate actively in GTM planning cycles including territory design, quota‑setting, and headcount planning as the incentive compensation subject‑matter expert. Prepare and present compensation reviews, plan effectiveness analyses, and design recommendations to senior leadership and the Compensation Committee. Partner with HR and People teams on compensation philosophy alignment, variable pay ranges for GTM offer letters, and total rewards positioning. Act as a trusted thought partner to Sales, Finance, HR, and RevOps — navigating competing priorities with data and clear reasoning. Process Ownership & Governance Own the end‑to‑end variable compensation governance framework: plan documents, approval workflows, policy controls, and audit trails. Establish and maintain clear policies, internal controls, and documentation standards across all GTM variable pay plans. Ensure compliance with internal controls, audit requirements, and relevant accounting standards (including ASC 340‑40 commission capitalization). Drive continuous improvement in process efficiency, accuracy, and scalability as the business grows. Compensation Operations & Execution Oversee commission calculations, validations, and payroll coordination across all GTM plans with support from a Compensation Analyst. Partner with Payroll, HR, and Sales Operations to ensure timely, accurate, and well‑documented variable pay disbursements. Manage reconciliation processes and resolve discrepancies with a clear audit trail. Evaluate and manage compensation technology platforms to ensure operational efficiency and data integrity. Facilitate the commission steering committee and planning and execution of the corporate bonus plan and annual merit process, as necessary. Qualifications 7–10+ years of experience in Sales Finance, GTM FP&A, or Incentive Compensation, with clear ownership of plan design and not just administration. Demonstrated experience designing and managing variable compensation plans across multiple GTM functions beyond sales commission alone. Strong financial modeling skills: able to build multi‑scenario compensation models from scratch and translate outputs into executive‑ready narratives. Experience building attainment reporting and insights frameworks, ideally in a high‑growth or scaling SaaS environment. Experience with BI and analytics tools such as Power BI, Tableau, Looker, or equivalent. Comfortable presenting to and influencing senior leadership; able to challenge assumptions and drive decisions with data. Strong stakeholder management skills with a track record of navigating cross‑functional complexity. Experience leveraging AI tools to enhance compensation modeling, data analysis, or reporting workflows is expected, with a curiosity to continuously explore how emerging AI capabilities can drive efficiency and insight within the function. Preferred: Understanding of ASC 340‑40 and commission capitalization accounting. Preferred: Experience presenting analyses to a Compensation Committee or equivalent governance body. Preferred: Background in RevOps or experience working closely with Sales Operations and systems teams. Preferred: Familiarity with CRM and revenue intelligence tools (Salesforce, Clari, or similar). To learn how Avid powers greater creators or for more information, visit #J-18808-Ljbffr