ph3About the Role /h3 pHP is seeking an expert in Sales Compensation Quota Planning to lead the design, governance, and execution of sales incentive and quota programs across a complex, multi‑channel go‑to‑market model. This role sits at the intersection of strategy, analytics, and execution, ensuring compensation and quota frameworks drive the right sales behaviors, support margin and growth objectives, and scale globally with consistency and transparency. The ideal candidate is both strategic and hands‑on, with proven experience leading compensation design and quota planning in large, matrixed organizations and serving as a trusted advisor to Sales, Finance, and Executive leadership. /p h3Key Responsibilities /h3 ul liLead the end‑to‑end design of general sales compensation plans across direct, indirect, overlay, and specialist roles. /li liEnsure plans are aligned to HP’s growth strategy, product mix, margin objectives, and channel model. /li liBalance simplicity, scalability, and motivational impact while maintaining governance and compliance. /li liTranslate strategic priorities into measurable incentive mechanics (rates, accelerators, thresholds, SPIFFs). /li liOwn annual and in‑year quota planning cycles across regions, segments, and roles. /li liDevelop quota methodologies that ensure fairness, achievability, and differentiation, grounded in data and historical performance. /li liPartner with Sales Operations, Finance, and GTM leaders to align quotas to revenue targets and capacity models. /li liDrive consistent quota allocation processes, timelines, and approval frameworks globally. /li liEstablish performance analytics to evaluate plan effectiveness,



quota attainment, pay‑for‑performance, and ROI. /li liIdentify trends, risks, and unintended behaviors and recommend plan or quota adjustments. /li liDeliver clear executive‑level insights and scenario modeling to support decision‑making. /li liAct as a trusted advisor to senior Sales and Finance leadership. /li liLead and develop a high‑performing compensation and quota planning team. /li liInfluence across a matrixed organization without direct authority. /li liNavigate ambiguity and competing priorities with executive presence and clarity. /li /ul h3Required Qualifications /h3 ul li10+ years of progressive experience in sales compensation and quota planning. /li liProven leadership experience in a large, international, matrixed organization. /li liDeep expertise in compensation plan design and quota methodologies across multiple sales roles and international complexity. /li liStrong analytical skills with the ability to translate data into executive‑ready insights. /li liExperience leading annual planning cycles with complex stakeholder alignment. /li liAdvanced knowledge of SPM/ICM platforms (e.g., SAP SuccessFactors, Xactly, Varicent, Forma, or similar). /li /ul h3Preferred Qualifications /h3 ul liExperience in technology, hardware,



or hybrid product/services sales models. /li liMBA or advanced degree in Business, Finance, or related field. /li liDemonstrated experience leading transformations in highly complex matrixed organizations. /li /ul h3Success Metrics (First 12–18 Months) /h3 ul liOn‑time, high‑quality delivery of annual compensation and quota cycles. /li liImproved quota attainment correlation to performance and reduced plan complexity. /li liIncreased confidence and trust from Sales leadership in incentive fairness. /li liMeasurable reduction in manual processes and exception handling. /liliClear linkage between incentives, sales behavior, and business outcomes. /li /ul h3Salary /h3 pThe pay range for this role is $105,050 to $160,000 USD annually with additional opportunities for bonus and/or equity (applicable to United States of America candidates only). Pay varies by work location, job‑related knowledge, skills, and experience. /p h3Benefits /h3 ul liHealth insurance /li liDental insurance /li liVision insurance /li liLong‑term/short‑term disability insurance /li liEmployee assistance program /li liFlexible spending account /li liLife insurance /li liGenerous time off policies, including 4–12 weeks fully paid parental leave based on tenure /li li11 paid holidays /li liAdditional flexible paid vacation and sick leave (US benefits overview) /li /ul pThe compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law. /p /p #J-18808-Ljbffr

📌 Sales Compensation - Global Engagement Lead (Barcelona)
🏢 HP
📍 Barcelona