Head of Sales Compensation Operations

Revenue Operations – Sales Compensation Operations Leader

As Revenue Operations – Sales Compensation Operations Leader, you'll own one of the most powerful growth levers in the business: how we motivate, reward, and scale our sales organization. This is a highly visible role where strategy meets execution- you'll shape how quotas are set, how revenue is credited, and how sales teams are incentivized to win, all while ensuring fairness, transparency, and compliance.

If you enjoy building elegant compensation frameworks, partnering closely with senior sales and finance leaders, and using data to influence behavior at scale, this role gives you real ownership and real impact.

What you will be doing:

• Own sales compensation operation end-to-end: Help design and evolve compensation plans that align to business goals, and growth strategy- balancing motivation, cost control, and scalability.
• Lead plan design, quotas, and crediting: Build and communicate compensation plans that incorporate thoughtful quota methodologies, sales credit attribution models, and territory structures that drive the right behaviors.
• Use data to continuously improve performance: Analyze plan effectiveness, quota attainment, and payout outcomes. Identify opportunities to improve sales productivity, revenue growth, and predictability- and turn insights into action.
• Ensure governance, fairness, and compliance: Establish clear governance and controls to ensure compensation programs are compliant, auditable, and consistently applied across the organization.
• Partner cross-functionally: Work closely with Finance, Revenue Operations, People Office, Sales Leadership, Enablement, and Performance teams to align compensation with broader go-to-market strategy and execution.
• Enable the sales organization: Partner with sales enablement to ensure sellers understand how they get paid and how to maximize earnings through smart territory management and quota execution.
• Stay ahead of the curve: Monitor industry trends and best practices in sales compensation, quotas, crediting, and territory design- and evolve programs as the business grows.

What you bring:

• Proven experience as a strategic leader in sales compensation design, governance, and effectiveness.
• Deep understanding of commission and quota plans, market pay analysis, and compensation best practices.
• Deep experience designing and managing enterprise-level sales compensation programs
• Strong understanding of quota setting, sales crediting, and territory models
• Proven ability to translate strategy into clear, executable plans
• Analytical mindset with the ability to turn data into recommendations leaders trust
• Excellent communication and collaboration skills with experience partnering with senior sales and finance stakeholders and a proactive approach to stakeholder engagement
• Comfort operating in a fast-moving, complex environment with competing priorities

Preferred Additional Skills

• Experience in technology or SaaS environments
• Certification such as Certified Sales Compensation Professional (CSCP)
• Hands-on experience with sales performance management (SPM) tools eg Salesforce, Xactly, Workday
• A track record of scaling compensation programs during periods of growth or change

At FIS, we are as committed to growing our employees' careers as our own business.

We offer:

• A multifaceted job with a high degree of responsibility and a broad spectrum of opportunities
• A competitive salary and benefits
• Time to support charities and give back to your community
• A fantastic range of benefits designed to help support your lifestyle and well being
• 401K match and Employee Stock Purchase Program

FIS is committed to providing its employees with an exciting career opportunity and competitive compensation. The pay range for this full-time position is $129,880.00 – $220,800.00 and reflects the minimum and maximum target for new hire salaries for this position based on the posted role, level, and location. Within the range, actual individual starting pay is determined by additional factors, including job-related skills, experience, and relevant education or training. Any changes in work location will also impact actual individual starting pay. Please consult with your recruiter about the specific salary range for your preferred location during the hiring process.