Sales Compensation Director

At OneStream, we're on a mission to empower every Finance organization and professional to exceed their potential. Our global teams span continents, cultures, and time zones, united by a shared purpose as we build the operating system for modern Finance and help organizations move with greater speed, clarity, and confidence.

That mission comes to life through our people. Behind every innovation, customer success, and milestone are talented people working together to make a difference. That's why we're looking for people who are bold enough to think big, authentic in how they lead and collaborate, curious about what's possible, and committed to delivering results.

Want a closer look before you apply? Explore our Careers site to learn more about our people, culture, and benefits.

Sales Compensation Manager

Summary

OneStream is looking for an experienced, hands-on Director to build and run the compensation planning function that powers our sales go-to-market incentive strategy. This role owns the design, modeling, and administration of sales incentive compensation plans, quota structures, and plan issuance for the global sales organization, and is directly responsible for configuring and managing the systems that support them. Job description design, leveling, and On-Target Earnings (OTE) benchmarking are owned by HR; this role provides input and market perspective but does not own those decisions. Commission calculation and payout processing are owned by Accounting; this role partners closely with Accounting on plan mechanics, data, and reconciliation, but is not responsible for running calculations or issuing payouts.

Primary Duties and Responsibilities

Compensation Plan Design & Strategy

• Own end-to-end design of sales incentive compensation plans for quota-carrying reps and first/second-line sales leaders across all segments and geographies, including quota structures, accelerators, SPIFs, MBOs, and leadership multipliers.#
• Translate company revenue goals, GTM strategy, and sales motion into plan mechanics that drive the right selling behaviors.
• Model competing plan design options, stress-test assumptions, and present clear trade-offs and recommendations to senior leadership.
• Partner with HR on job descriptions, leveling, and OTE benchmarking, providing market and plan-design input; final ownership of those decisions sits with HR.

Financial Modeling & P&L Analysis

• Build and maintain dynamic financial models to evaluate the cost and ROI of incentive plan designs before deployment.
• Quantify the P&L impact of changes to OTE mix, on-target commission rates, accelerator thresholds, and payout frequency.
• Partner with Finance to incorporate comp cost into headcount planning, annual budgeting, and quarterly forecasting cycles.
• Identify plan risk and overpay exposure, and recommend corrective levers proactively.

Annual Plan Administration & Issuance

• Own the end-to-end annual plan rollout cycle: drafting plan documents, coordinating approvals across HR, Legal, Finance, and Sales leadership, and managing plan issuance and acceptance.
• Maintain a single source of truth for all active compensation plan documents, policies, and amendment history.
• Manage quota-setting timelines and ensure all reps and leaders receive accurate, signed compensation agreements at the start of each plan year and upon role change.
• Handle mid-year plan adjustments, new hire onboarding to plans, and exceptions, with clear documentation and audit trails.

Reporting, Analytics & Insights

• Deliver monthly and quarterly attainment reporting across all sales roles, with commentary on performance distribution and payout trends.
• Build and maintain dashboards that give sales leaders real-time visibility into rep-level attainment against quota.
• Proactively surface trends and anomalies to sales and finance leadership, such as over-quota clustering, low-attainment cohorts, and SPIFs driving unintended behavior.
• Conduct periodic plan effectiveness reviews and propose refinements where mechanics aren't delivering intended outcomes.

Commission Accrual & Payout Partnership with Accounting

• Partner with Accounting and FP&A on monthly and quarterly commission accrual calculations; provide supporting schedules, variance analysis, and data reconciliation.
• Support Accounting with plan mechanics context for GAAP-compliant, audit-ready accruals, including ASC 606 / IFRS 15 deferred commission calculations where applicable.
• Serve as the primary point of contact between RevOps and Accounting on commission calculation and payout questions; calculation execution and payout processing remain owned by Accounting.

ICM Systems & Design Management

• Own hands-on configuration and administration of the Incentive Compensation Management (ICM) platform, including data inputs, calculation rules, plan logic, and integrations with CRM and HRIS.
• Evaluate, implement, and optimize comp technology; manage vendor relationships and roadmap priorities.
• Ensure system data integrity and calculation-rule accuracy, and partner with Accounting to resolve commission disputes and data questions.
• Drive automation of manual processes to improve cycle time and reduce error risk.

Required Education and Experience

• 8+ years of progressive experience in sales compensation, revenue operations, or sales finance, ideally within a global SaaS or high-growth technology company.
• Proven track record designing and administering incentive comp plans for a diverse sales population: enterprise, mid-market, inside sales, and overlay/specialist roles.
• Hands-on experience configuring and administering at least one ICM platform (e.g., Xactly, CaptivateIQ, Varicent, Anaplan, Spiff).
• Experience producing and presenting attainment analytics to senior sales and finance audiences.
• Working knowledge of commission accrual processes and experience partnering with Accounting on month-end close, without owning calculation or payout execution.

Preferred Education and Experience

• Experience operating within a $500M–$1B+ ARR SaaS business.
• Familiarity with ASC 606 deferred commission accounting.
• Background in FP&A or a finance function prior to moving into compensation and operations.
• Experience building or scaling a compensation function.

Knowledge, Skills, and Abilities

• Strong financial modeling skills; able to build a plan cost model from scratch in Excel or Google Sheets and walk finance leadership through the P&L impact.
• High attention to detail with the ability to manage complex, data-heavy processes accurately under deadline pressure.
• A collaborative, low-ego operator who thrives as an individual contributor but can influence at the Director/VP level.
• Exceptional communication skills, able to translate complex plan mechanics into clear, plain-English documents and leadership summaries.

Supervisory Responsibilities

• This is currently an individual contributor role with no direct reports. As the compensation function scales, there is a clear path to build and lead a team.

Travel

Travel Requirement: Minimal — occasional travel (less than 10%) may be required for leadership meetings, planning cycles, or sales kickoff events.

Benefits at OneStream
OneStream employees are passionate, hardworking individuals who go above and beyond to keep our customers happy and follow through on our mission statement. They consistently deliver the best and in turn, we make every effort to keep them cared for and happy. A sample of the benefits we provide are:

• Excellent Medical Plan
• Dental & Vision Insurance
• Life Insurance
• Short & Long Term Disability
• Vacation Time
• Paid Holidays
• Professional Development
• Retirement Plan

#LI-JB1
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Total compensation is based on experience, skills, and location using objective, job-related criteria. Additional variable compensation and benefits may apply.

Gross annual base salary

$151,000—$196,000 USD

All candidates must be legally authorized to work for any company in the country where this position is located without sponsorship.

OneStream Software is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, veteran status, or any other characteristic protected by applicable local laws, regulations, and ordinances.

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