Senior Manager, Sales Compensation

Senior Manager, Sales Compensation

Salary range is: $119,030.52 - $160,000.00. This position is bonus and/or commission eligible.

CCC Intelligent Solutions Inc. (CCC) is a leading cloud platform for the multi-trillion-dollar insurance economy, creating intelligent experiences for insurers, repairers, automakers, part suppliers, and more. At CCC, we're making life just work by empowering more than 35,000 businesses with industry-leading technology to get drivers back on the road and to health quickly and seamlessly. We're pushing boundaries with innovative AI solutions that simplify and enhance the claims and repair journey. Through purposeful innovation and the strength of its connections, CCC technologies empower the people and industry relied upon to keep lives moving forward when it matters most.

The Role

We are seeking a Senior Manager, Sales Compensation to be a thought leader and provide subject matter expertise for sales incentive programs across three business lines/verticals. This role will act as the main point of contact within HR for all things sales compensation and will partner closely with Finance, Revenue Operations, and Sales Leadership to lead incentive plan design and annual plan refreshes, administer transition rules and payouts, support quota-setting processes (without owning quota setting), enable reporting and analysis, and ensure plans are distributed, tracked, and communicated effectively. The role also collaborates with Total Rewards/Compensation partners to ensure sales compensation programs align with enterprise-wide compensation strategy, governance, and pay philosophy.

Key Responsibilities:

• Plan design thought leader: Act as thought leader for ongoing incentive plan design (measures, weights, mechanics, thresholds/accelerators, crediting and eligibility); works with Sales Leadership, Finance, and Revenue Operations to ensure close ties to business strategy and dynamics, while maintaining market competitiveness. Leads initiatives covering core plan design, as well as SPIFF and ad-hoc incentive programs, as needed.
• Enterprise alignment: Partner with Total Rewards/Compensation peers to ensure sales compensation programs fit within broader enterprise-wide compensation strategy, support pay transparency, pay philosophy, job architecture, and compliance requirements.
• Annual plan refresh: Lead the annual effort to update/refresh sales incentive plans, including drafting plan terms, coordinating stakeholder reviews and approvals, and managing plan timelines and deliverables. Implements strategies and targets plan design to ensure plans remain competitive and in line with both internal business and external market dynamics.
• Incentive plan administration and governance: Lead day-to-day HR administration of sales incentive plans, ensuring consistent application of plan rules, eligibility, and governance across business lines.
• Cost visibility and forecasting support: Partner closely with Finance to conduct incentive plan modeling and cost forecasting to assess financial impact of plan design changes, quota scenarios, and organizational shifts.
• Cross-functional coordination: Act as the primary HR sales compensation partner across three business lines/verticals, aligning priorities, calendars, and execution across stakeholder groups.
• Quota-setting support: Provide input, data, and process support to Revenue Operations for quota setting (does not lead quota setting).
• Transition rules: In partnership with Revenue Operations, design, document, and administer transition rules (e.g., role changes, territory changes, acquisitions/reorgs, mid-year plan changes), ensuring clarity and auditability.
• Payout administration: Support regular incentive calculation processes, manage exception handling, and partner with Payroll/Finance to enable accurate, timely payouts. May participate in validation of results.
• Plan distribution, tracking, and communications: Coordinate plan document distribution, acceptance/acknowledgement, version control, and tracking to maintain strong controls and clear audit trails. Leads communications efforts and presentations to salesforce during new plan year rollout.
• Tools and technology enablement: Acts as thought leader and provides input related to sales compensation technology and communications tools (e.g., incentive compensation management platforms, technology integrations, dashboards, intranet/enablement resources) to improve transparency, scalability, and user experience. Assesses and recommends enhancements of existing tools and serves as subject matter expert in the assessment of new tools, as needed.
• Documentation and controls: Maintain clear documentation of plan terms, processes, assumptions, and approvals; support internal/external audit requests and continuous improvement of controls.
• Reporting and analytics: As needed, develop and deliver recurring and ad hoc reporting on attainment, payout, plan performance, and trend insights for Sales Leadership, Finance, and Revenue Operations.
• Continuous process improvement: Identify inefficiencies, manual workarounds, and risk points in current sales compensation processes; lead redesigns to improve cycle time, accuracy, and scalability.

Key Partnerships

• Sales Leadership: Align on plan strategy, measures, and operational needs; provide insights on plan performance and field feedback.
• Finance: Ensure plan economics, accruals, and payout funding align to targets; support forecasting and variance analysis.
• Revenue Operations: Coordinate on crediting, reporting definitions, data flows, and quota/territory processes.
• Payroll: Support accurate payout execution, eligibility changes, and employee lifecycle transactions that impact incentives.
• Total Rewards/Compensation: Ensure incentives align to enterprise compensation strategy, governance, compliance, and broader pay programs.
• Sales Enablement/Communications: Improve plan communications, guidance materials, FAQs, and change management for the salesforce.
• Technology partners (IT/Analytics): Provide input on tooling, integrations, and reporting automation to strengthen scalability and controls.

Requirements:

• Bachelors degree in Finance, Business, Economics, HR, Analytics, or a related field (or equivalent experience).
• 7+ years of progressive experience in sales compensation, incentive compensation management, compensation, revenue operations, or a closely related function.
• Demonstrated experience administering incentive plans, including plan documentation, transitions/exceptions, and payout processes.
• Strong analytical skills with experience building and interpreting performance and payout reporting; advanced Excel skills required.
• Experience partnering cross-functionally with Finance, Revenue Operations, and Sales leaders; ability to influence without full authority.
• Strong program/project management skills with the ability to manage multiple plan cycles, timelines, and deliverables across various stakeholder groups.
• High attention to detail and strong control mindset; ability to document decisions and maintain audit-ready processes.
• Excellent written and verbal communication skills; ability to translate complex plan mechanics into clear guidance for varied audiences.

Preferred Qualifications

• Experience supporting sales compensation across multiple business lines, products, or go-to-market motions.
• Experience with incentive compensation management tools and related technology (current tools: CaptivateIQ, Salesforce, Essbase).
• Familiarity with quota methodologies and territory/segmentation processes.
• Working knowledge of sales crediting, bookings/revenue recognition concepts, and common sales performance measures.
• Experience developing scalable plan communications (FAQs, calculators, enablement materials) and driving change management.
• Experience with reporting tools (e.g., Power BI, Tableau) a plus.
• CCP or other relevant certification a plus.

Core Competencies

• Strategic and operational orientation; able to balance near-term execution with continuous improvement.
• Analytical problem-solving and comfort working with complex datasets and rule-based calculations.
• Sound judgment and integrity in handling sensitive compensation information.
• Strong stakeholder management and ability to drive alignment across competing priorities.
• Clear, audience-appropriate communication and documentation skills.
• Process design, controls, and quality mindset; proactive identification of risks and mitigations.

About CCC's Commitment to Employees:

CCC Intelligent Solutions understands that our employees play an integral role in our vision to shape a world where life just works. Our team is defined by our values of Integrity, Customer-Focus, Innovation, Inclusion & Diversity, Tenacity, and Connection. Through diverse perspectives, purposeful innovation, and the strength of connections, our technologies empower the people and industry relied upon to keep lives moving forward when it matters most.

At CCC, together everyone can thrive as we innovate and collaborate, creating employee experiences that just work. We are committed to providing opportunities for our people to make real-life impacts, advance in their careers, and contribute to CCC's success.

CCC offers competitive compensation and benefits to support you and your families, including: