Sales Compensation Manager

About the role

Netchex is rebuilding its go-to-market engine, and sales compensation sits right at the centre of it. We're looking for a Sales Compensation Manager to own the machinery behind how our sellers get paid — commission plans, quotas, on-target earnings, accelerators, SPIFs, clawbacks, and every calculation, exception and question in between.

This is a hands-on, individual contributor role inside Revenue Operations. You'll be the single source of truth for variable pay across our New Business, Account Management and BDR teams, and the trusted translator between Sales leadership, Finance and our People & Culture team.

It's also a builder's seat. Beyond running the plan, you'll help shape it — modelling what different plan designs would cost, what they'd drive, and what good looks like benchmarked against the wider industry. If you've spent years executing someone else's comp plan and want a say in designing the next one, this is that step.

What you'll do

• Own the end-to-end monthly commission cycle: data pull, calculation, validation, approvals, payroll handoff and rep statements — on time, every cycle.
• Build and maintain commission plans, quota models and capacity models in Spiff, and keep the Salesforce data that feeds them clean and trustworthy.
• Be the first point of contact for reps and managers on commission disputes and plan questions — resolving edge cases with documented, consistent reasoning.
• Produce attainment, cost-of-sales and plan-effectiveness reporting for Sales leadership and the executive team.
• Run scenario analysis on plan changes, new-hire ramps and territory moves, so leadership can see the cost and impact of a decision before making it.
• Contribute to annual plan design — pay mix, quota setting, accelerators, SPIFs, split and territory rules — in partnership with Revenue leadership, Finance and People & Culture.
• Partner with People & Culture on new-hire OTE offers, promotions, leaves and separations, so comp treatment is accurate, equitable and compliant.
• Support Finance close with commission accruals and commission capitalisation schedules.
• Drive automation of manual steps in the comp process, and continuously improve how the programme runs.

What you'll bring

Essential

• 4.5–7 years in sales compensation, Revenue Operations, sales finance or FP&A within a SaaS or product organisation.
• Hands-on, day-to-day experience administering Spiff — plan configuration, calculation logic, dashboards and rep-facing reporting. This is a core requirement of the role.
• Hands-on experience working in Salesforce as the system of record feeding commission calculations.
• Demonstrable ownership of sales compensation execution: you have personally run commission cycles end to end, not just supported someone who did.
• Strong Excel or Google Sheets modelling skills; comfort with SQL or a BI tool is a plus.
• Data integrity and audit discipline — an obsession with getting the number right the first time.
• Clear written and verbal communication with reps, managers, Finance and People teams. Much of this job is explaining a number to someone whose pay depends on it.
• Comfort working as an individual contributor and owning the function hands-on from day one.

Nice to have

• Exposure to compensation plan design and pay-mix philosophy, not just administration.
• Payroll and accounting fluency: accruals, ASC 606 / ASC 340-40 commission capitalisation basics, payroll cutoffs.
• Experience partnering with a US-based revenue organisation.
• Experience using automation or AI tooling to reduce manual work in a comp or reporting process.

A note on tools

Our compensation programme runs on Spiff and Salesforce, and this role owns both from day one. We're specifically looking for existing experience with these two platforms rather than comparable alternatives — so please do apply if you've worked in them directly, and expect a technical conversation focused on that experience.

Why this role

• Real ownership. You are the compensation function, not a layer inside one. What you decide is what ships.
• Scope to grow. The role is deliberately being scoped beyond pure operations into plan strategy — with a natural path toward Senior Manager or Director level in Revenue Operations or Total Rewards.
• Visibility. Your reporting and analysis go directly to Sales leadership and the executive team.
• Impact you can see. Comp is how a sales org tells its people what matters. Get it right and everyone knows where they stand.

Working hours

Our revenue teams are based in the United States. While much of this role is backend work, we're looking for someone who can maintain meaningful daily overlap with US Central Time to support reps and partner with leadership.

Netchex is an equal opportunity employer. We welcome applicants of all backgrounds and are committed to building an inclusive team.