Lead Sales Incentive Compensation Analyst

Sales Incentive Compensation Program Lead

Lead the design, governance, and execution of complex sales incentive compensation programs in partnership with Human Resources, Finance, Sales Leadership, and Operations. Serve as a subject‑matter expert and strategic advisor on incentive plan design, execution, automation, and risk, while ensuring accurate, timely, and compliant compensation outcomes across sales organizations. This role supports a broad population of internal employee wholesalers and oversees the administration of firmwide revenue sharing agreements with significant annual financial impact.

Responsibilities

• Provide end‑to‑end ownership of sales incentive compensation programs, including plan design support, operational execution, governance, and ongoing optimization in partnership with Total Rewards.
• Lead the monthly and periodic commission payment lifecycle, ensuring accuracy, auditability, and timely submission to Payroll while proactively managing risks and exceptions. Covers over 200 internal employee wholesalers on a monthly cycle.
• Administer firm revenue sharing agreements with distribution partners, including calculation, reconciliation, and timely payment of millions of dollars in contractual payments, ensuring accuracy and compliance with contractual terms.
• Serve as the primary escalation point for complex compensation issues, disputes, and interpretation of plan documents, exercising judgment and providing clear, defensible resolutions.
• Act as a strategic advisor to Sales Leadership and HR partners, translating compensation mechanics into business‑aligned insights and recommendations.
• Drive automation, scalability, and process efficiency by defining technical requirements, partnering with Sales Operations and Sales Reporting, and influencing roadmap priorities.
• Own data integrity and control frameworks supporting incentive compensation, ensuring consistency, quality, and governance of sales and payout data.
• Lead plan revision cycles and policy enhancements, identifying opportunities to improve design effectiveness, operational efficiency, and employee understanding.
• Draft, review, and validate incentive plan documents, ensuring clarity, compliance, and alignment with enterprise compensation philosophy.
• Develop and deliver clear communications and training on compensation plans, mechanics, and policies for sales employees, managers, and leaders.
• Mentor and provide informal leadership to junior analysts, sharing best practices and elevating team capability.

Qualifications

• Bachelor's degree in Finance, Accounting, Business Administration, or equivalent experience
• Seven years of progressive experience in sales compensation, incentive administration, finance, accounting, or a related analytical role
• Advanced understanding of sales incentive plans, compensation structures, contracts, and sales processes
• Hands‑on experience with Anaplan or other commission/incentive compensation systems
• Demonstrated ability to analyze large, complex datasets and synthesize insights for decision‑makers
• Strong analytical, problem‑solving, and critical‑thinking skills applied to ambiguous or high‑impact compensation issues
• Proven ability to influence and partner with senior stakeholders across Total Rewards, HR, Finance, Payroll, Sales Operations, and Sales Leadership
• Exceptional attention to detail, judgment, and accountability in high‑stakes financial processes
• Advanced proficiency in Excel; working knowledge of Word and PowerPoint

Preferred Qualifications

• Experience with compensation analytics, modeling, or payout forecasting
• Exposure to compensation governance, audit support, or regulatory considerations
• Prior experience acting as a lead analyst or subject‑matter expert within a compensation function
• Experience administering third-party revenue sharing or distribution fee agreements, preferably in asset management, insurance, or financial services

Working Conditions

• Office environment

Compensation

The Salary for this position generally ranges between $86,000.00 - $100,000.00 annually. Please note that the salary range is a good faith estimate for this position and actual starting pay is determined by several factors including qualifications, experience, geography, work location designation (in-office, hybrid, remote) and operational needs. Salary may vary above and below the stated amounts, as permitted by applicable law.

Additionally, this position is typically eligible for an Annual Bonus based on the Company Bonus Plan/Individual Performance and is at the Company's discretion.

Applicants must possess legal authorization to work for our company in the U.S. without the need for immigration, sponsorship or otherwise serving as an employer of record for immigration employment purposes. At this time, this role is not eligible for immigration-related employment authorization sponsorship.

This is a hybrid position requiring three days in office per week in one of our hub locations (list locations that are applicable). Relocation assistance will not be provided for this position.

Disclaimer: Beware of fake job offers!

We've been alerted to scammers impersonating Transamerica recruiters, particularly for remote positions. Please note:

• We will never request personal information such as ID or payment for equipment upfront.
• Official offers are sent via DocuSign following a verbal offer—not through text or email.

This job description is not a contract of employment nor for any specific job responsibilities. The Company may change, add to, remove, or revoke the terms of this job description at its discretion. Managers may assign other duties and responsibilities as needed. In the event an employee or applicant requests or requires an accommodation in order to perform job functions, the applicable HR Business Partner should be contacted to evaluate the accommodation request.

What We Offer

For eligible employees, we offer a comprehensive benefits package designed to support both the personal and financial well-being of our employees.

Compensation Benefits

• Competitive Pay
• Bonus for Eligible Employees

Benefits Package

• Pension Plan
• 401k Match
• Employee Stock Purchase Plan
• Tuition Reimbursement
• Disability Insurance
• Medical Insurance
• Dental Insurance
• Vision Insurance
• Employee Discounts
• Career Training & Development Opportunities

Health and Work/Life Balance Benefits

• Paid Time Off starting at 160 hours annually for employees in their first year of service.
• Ten (10) paid holidays per year (typically mirroring the New York Stock Exchange (NYSE) holidays).
• Be Well Company holistic wellness program, which includes Wellness Coaching and Reward Dollars
• Parental Leave – fifteen (15) days of paid parental leave per calendar year to eligible employees with at least one year of service at the time of birth, placement of an adopted child, or placement of a foster care child.
• Adoption Assistance
• Employee Assistance Program
• Back-Up Care Program
• PTO for Volunteer Hours
• Employee Matching Gifts Program
• Employee Resource Groups
• Inclusion and Diversity Programs
• Employee Recognition Program
• Referral Bonus Programs

Inclusion & Diversity

We believe our commitment to diversity and inclusion creates a work environment filled with exceptional individuals. We're thrilled to have been recognized for our efforts through the Human Rights Campaign Corporate Equality Index, Dave Thomas Adoption Friendly Advocate, and several Seramount lists, including the Inclusion Index, 100 Best Companies for Working Parents, Best Companies for Dads, and Top 75 Companies for Executive Women.

To foster a culture of inclusivity throughout our workforce, workplace, and marketplace, Transamerica offers a wide range of diversity and inclusion programs. This includes our company-sponsored, employee-driven Employee Resource Groups (ERGs), which are formed around a shared interest or a common characteristic of diversity. ERGs are open to all employees. They provide a supportive environment to help us better appreciate our similarities and differences and understand how they benefit us all.

Giving Back

We believe our responsibilities extend beyond our corporate walls. That's why we created the Aegon Transamerica Foundation in 1994. Through a mix of financial grants and the volunteer efforts of our employees, the foundation supports nonprofit organizations focused on the things that matter most to our people in the communities where we live and work.

Transamerica's Parent Company

Aegon acquired the Transamerica business in 19