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The Global Senior Sales Incentive Compensation Design Analyst is a global subject matter expert responsible for advanced sales incentive design analysis, plan modeling, business case translation, market benchmarking interpretation, and governance support for commercial sales incentive compensation programs. This role also provides expertise related to changes in incentive compensation processes and programs.

This position requires hands-on incentive design expertise and the ability to translate commercial strategy, channel model changes, field role evolution, transformation priorities, M&A integration needs, and desired sales behaviors into compliant, practical, and scalable incentive design recommendations.

The ideal candidate brings broad industry experience across multiple business models and growth environments, including organizations that have undergone sales transformation, go-to-market redesign, channel evolution, compensation modernization, or technology-enabled incentive process changes.

Success in this role requires strong analytical judgment, financial and commercial acumen, and the ability to manage sensitive HR and compensation data with the highest level of discretion.

The candidate must also possess the executive presence and communication skills necessary to simplify complex incentive plan mechanics and translate them into actionable recommendations for business leaders.

In addition, the role requires expertise in compensation analysis, including evaluating performance trends, payout distributions, and the relationship between incentive outcomes and quota attainment.

Candidates who reside near our Little Falls, Delaware office are strongly preferred.

Core Responsibilities

• Design, model, and recommend global sales incentive compensation structures that align with enterprise strategy, sales coverage models, role design, pay mix, performance measures, thresholds, accelerators, modifiers, caps, and payout mechanics.

• Translate business growth strategies, channel and business model transformations, strategic priorities, and regional commercial needs into incentive designs that drive intended sales behaviors and are feasible to administer globally.

• Build advanced scenario models, simulations, cost forecasts, payout sensitivity analyses, and risk assessments to evaluate design options, incentive spend, budget implications, behavioral impacts, equity considerations, policy alignment, and operational feasibility.

• Lead mid-period and end-of-period incentive plan reviews, including analyses of performance trends, payout distributions, quota attainment relationships, target incentive payout outcomes, and executive summaries with recommended focus areas and future design options.

• Partner with Commercial Business Leaders, Sales Strategy, HR Business Partners, Finance, IT, Sales Performance Reporting, Quota Credit, and Global Incentive Pay Operations to translate business requirements into compensation design options, implementation plans, and governance decisions.

• Support governance of the Global Incentive Pay Program and related policy processes, including exceptions management, design standards, approval documentation, audit support, Workers Council requests (as applicable), and traceability of design decisions.

• Evaluate plan effectiveness using data-driven measures such as attainment distributions, payout curves, performance-to-pay alignment, cost of plan, participant experience, role and channel complexity, and achievement of commercial strategic objectives.

• Conduct market and competitive benchmark analyses for roles across multiple countries, including salaries, pay mix, target bonus opportunities, plan elements, and design practices. Interpret survey findings and translate them into practical recommendations for global leadership review.

• Support business transformation and M&A initiatives by assessing incentive eligibility, role and job family mapping, target pay setup, transition risks, modeling requirements, employee impact, and implementation readiness.

• Partner on Incentive Compensation Management (ICM) and related system capability improvements by translating business requirements into design logic, calculated fields, testing scenarios, reporting outputs, UAT requirements, and process controls.

• Create executive-ready presentations and decision documents that clearly explain business context, design alternatives, assumptions, risks, financial impacts, implementation dependencies, and recommended actions.

• Develop reusable templates, data validation checks, process documentation, and analytics routines that reduce manual effort, improve repeatability, strengthen controls, and increase stakeholder transparency.

• Maintain strict confidentiality and compliance with data privacy, role-based access controls, domain security, pay transparency requirements, regulatory standards, and internal policies when handling sensitive HR, compensation, and employee data.