[Hiring] Director of Revenue Compensation @Spring Health

Role Description

Reporting to the Vice President, Revenue Operations, the Director of Revenue (Incentive) Compensation will lead the incentive programs that support our go-to-market teams. This individual will own the end-to-end incentive compensation strategy, design, and execution across Revenue, including:

• Plan design, modeling, and administration
• Ensuring incentives are competitive, aligned to business needs, and financially responsible
• Partnering with Finance, People, Accounting, and Revenue leaders to model compensation scenarios
• Evolving compensation plans in response to market and business changes

This is a full-time, fully remote position on our team. Occasional travel may be required for company or team events or meetings.

What you’ll do:

• Set compensation principles and lead annual plan design for Sales and other eligible revenue teams (e.g., Customer Success, Account Management, Partnerships)
• Develop quota, target incentive, pay mix, commission, and accelerator recommendations
• Own plan documentation, approvals, communications, and change governance
• Oversee crediting, commission calculations, dispute resolution, and payout readiness
• Analyze attainment, productivity, incentive cost, and plan outcomes; recommend changes based on the results
• Lead the compensation systems roadmap and improve data quality and automation
• Advise senior leaders on incentive tradeoffs and the likely behavior a plan will encourage
• Build, coach, and develop a high-performing compensation team

What success looks like in this role:

• Compensation plans that support the company’s growth priorities, while balancing revenue, retention, and financial disciplines
• Quotas and compensation plans in hand at the start of the fiscal year
• Revenue teams understand how their incentive plans work, what outcomes they reward, and how their performance translates into pay
• Compensation plans are administered accurately (<1% dispute rate), delivered on time, and score favorably on field satisfaction
• Analysts demonstrate measurable growth in understanding compensation strategy and execution, with clear evidence of skill progression and retention

How you’ll use AI in this role:

• Deploys AI-enabled automation to optimize incentive compensation administration processes
• Builds AI-driven reporting and commission forecasting models achieving high accuracy (targeting 85%+)
• Shifts team from manual reconciliation to exception management
• Builds AI-assisted RevOps governance: data quality SLAs, automated audits, and anomaly alerting

Qualifications

• 10+ years of experience in Revenue Operations, Sales Operations, Sales Compensation, Finance
• 5+ years of people management experience, with a track record of developing high-performing teams and evolving team capabilities in response to changing business needs
• A track record designing and operating compensation programs in a B2B SaaS or similar complex business environment
• Strong analytics fluency, including proficiency with Qobra (or equivalent Compensation Management tools such as CaptivateIQ, Xactly, Everstage, Salesforce Spiff)
• Proven ability to partner cross-functionally including clear communication skills and ability to influence senior stakeholders

Nice to have:

• Experience in healthcare technology, mental health, or mission-driven SaaS environments
• Familiarity with multiple go-to-market roles, such as Business Development, Account Executives, Account Management, Customer Success, and Partnerships
• Familiarity with Salesforce SFDC CRM administration, data hygiene practices, and pipeline management workflows
• Familiarity with recurring revenue, renewals, expansion, and multi-product sales models
• A software engineering mindset: rigorous about testing, observability, data hygiene, and iteration cycles

Benefits

• Health, Dental, Vision benefits start on your first day at Spring
• Access to One Medical accounts
• HSA and FSA plans are available, with Spring contributing up to $1K for HSAs, depending on your plan type
• Employer sponsored 401(k) match of up to 2% for retirement planning
• A yearly allotment of no cost visits to the Spring Health network of therapists, coaches, and medication management providers for you and your dependents
• Competitive paid time off policies including vacation, sick leave, and company holidays
• Parental leave of 18 weeks for birthing parents and 16 weeks for non-birthing parents after 6 months tenure with Spring
• Access to Noom, a weight management program tailored to your unique needs and goals
• Access to fertility care support through Carrot, in addition to $4,000 reimbursement for related fertility expenses
• Access to Wellhub, which connects employees to the best options for fitness, mindfulness, nutrition, and sleep in one subscription
• Access to BrightHorizons, which provides sponsored child care, back-up care, and elder care
• Up to $1,000 Professional Development Reimbursement a year
• $200 per year donation matching to support your favorite causes