[Hiring] Senior Sales Compensation Analyst @Posit

Role Description

We’re looking for a Sr. Sales Compensation & Operations Analyst to own the design, administration, and day-to-day operation of our sales incentive programs — partnering closely with FP&A, RevOps, Data Science, PeopleOps, and sales and customer success leadership so our plans are well-designed, accurately paid, and clearly understood by the reps they motivate.

Your Impact

Why this role exists: to make sure the way we pay the sales org is well-designed, accurately administered, and demonstrably driving the right behaviors. You are responsible for:

• Designing and structuring incentive compensation — OTE splits, accelerators, quotas, and plan mechanics — in partnership with FP&A and sales leadership.
• Calculating earned commissions for every rep, every period, to a high bar for accuracy and timeliness.
• Owning the exception and dispute process from review through resolution.
• Administering our incentive compensation management (ICM) platform (Spiff): building and maintaining plans, catching calculation issues before reps see them, and keeping statements accurate and useful.
• Owning plan administration end-to-end — plan documents, mail merges, e-signature routing, completion tracking, and uploads to BambooHR.
• Project-managing the full comp planning cycle to on-time delivery.
• Analyzing plan attainment and effectiveness to measure whether plans are driving the behaviors they were designed for, and recommending adjustments.

How You’ll Collaborate

You’ll be the go-to expert on plan mechanics and commissions, working across Posit to keep plans aligned to strategy and fair to the people executing on them:

• Partner with FP&A on capacity and coverage modeling, quota setting and allocation, and SPIF sign-off.
• Consult with RevOps and DSCOE on territory design, account segmentation, and plan mechanics that touch their systems and workflows.
• Work with PeopleOps on market benchmarking and plan documentation to ensure equity.
• Lead ongoing plan communication and rollouts — keeping documentation current and helping impacted employees understand plan design and mechanics.
• Keep Sales/CS leadership and executives informed on plan performance, dispute trends, and administration status.

What You’ll Bring

• Deep experience in sales compensation, with direct ownership of incentive plan design and administration.
• Hands-on experience with an ICM platform (Spiff, Xactly, CaptivateIQ, or similar).
• Proven project management skills — planning, tracking, and delivering cross-functional initiatives (e.g., with Jira).
• Strong analytical skills, with comfort translating compensation data into insights on plan effectiveness and attainment.
• Excellent written and verbal communication — you can explain plan mechanics clearly to reps and just as clearly to executives.
• A track record of handling sensitive, detail-heavy work (disputes, exceptions, payroll-adjacent data) with discretion and accuracy.
• Comfort working cross-functionally across Finance, RevOps, People, and Sales, and prioritizing across competing stakeholder needs.
• Prior experience supporting a Sales Compensation Committee or similar governance body.

Your First Year

• Within 1 month, complete onboarding, learn our current plans and the Spiff setup, and run your first commission calculation cycle alongside the team.
• Within 3 months, own commission calculations and the dispute/exception process end-to-end, delivering accurate, on-time statements each period.
• Within 6 months, lead the design of a compensation plan cycle in partnership with FP&A and sales leadership, from mechanics through rollout and communication.
• Within 12 months, own the annual compensation planning cycle end-to-end, driving project plans and execution, and be the trusted subject-matter expert on all related details for the sales organization.

Benefits

• Competitive compensation with extensive human-first, people-focused benefits.
• 100% of medical, dental, and vision insurance premiums are covered for employees and their families.
• Fertility and gender-affirming healthcare is included in all of our plans.
• Supplemental mental health and wellness benefits are available via Ginger.
• Gender-neutral paid parental leave policy covers all new parents, including foster and adoptive parents.
• All full-time employees are eligible for 401k enrollment starting on day one.
• Substantial yearly match to employee 401K contributions after six months of employment.
• Annual profit-sharing bonus for employees.
• 100% distributed team with the option to work from the Boston office.
• $400 monthly reimbursement for coworking space rental.
• Lifestyle Savings Account with an initial deposit of $1800 and quarterly stipend of $375.
• Flexible environment with a generous vacation policy encouraging a minimum of four weeks PTO per year plus 15 paid company holidays.