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A continuación se detalla todo lo que necesita saber sobre lo que implica esta oportunidad, así como lo que se espera de los solicitantes.

- The GTM Compensation Leader owns the end-to-end strategy, design, and operations of sales compensation across the GTM organization

- This role is the connective layer between RevOps, Finance, and Field leadership — translating business strategy into comp plans that drive the right behaviors, scale with the business, and hold up to audit and compliance scrutiny

- You will lead a comp team, own the ICM/SPM platform, and be the primary voice on plan design, exception handling, and comp operations

- Comp Plan Design & Strategy:

- Own the design of sales compensation plans across segments (Sales, CS/RA, SDR, Partnership, Solution Engineers and otherwhere applicable) — quota, accelerators, SPIFFs, and plan mechanics

- Translate GTM strategy (new logo, expansion, retention, Healthy ARR) into comp incentives that drive the intended rep behavior

- Partner with RevOps, GTM Leadership, and Finance to align comp design to business priorities each planning cycle

- Comp Operations & Exception Handling:

- Own end-to-end comp operations: crediting, calculations, payout accuracy, and dispute resolution

- Build scalable exception-handling logic and governance so one-off requests don’t erode plan integrity

- Ensure timely, accurate payout cycles with clear audit trails

- ICM / SPM Platform Ownership:

- Serve as the business owner for the ICM/SPM tool (e.G., Varicent, Everstage) — configuration, roadmap, and vendor relationship

- Lead or oversee implementation, migration, or optimization of the platform as the comp motion scales

- Ensure the platform reflects current plan logic with minimal manual workaround

- Compliance & Finance Partnership:

- Partner with Finance/Accounting to ensure comp expense recognition is compliant with ASC 606





- Own documentation and controls needed to support audit, SOX, and quarter/year-end close

- Ensure comp plan changes are properly evaluated for accounting and compliance impact before rollout

- Team Leadership:

- Lead and develop a sales compensation team;
build a scalable operating model as headcount and plan complexity grow

- Set the bar for accuracy, responsiveness, and trust between the comp function and the field

- Change Management & Communication:

- Own communication and rollout of plan changes — clear, simple, and well-timed to the field

- Build feedback loops with field leadership to catch design issues early

- Scalable Systems & Governance:

- Build governance models (approval flows, exception thresholds, plan documentation standards) that scale without adding headcount

- Maintain a single source of truth for plan documents, rates, and quotas

Benefits

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- Mental health support resources

- Work from home stipend

- Generous vacation days

- Quarterly recharge company shutdowns xhfqzwm

- Parental leave

- Employee equity

- Commuter & parking benefits

- Retirement savings

- Training & development programs

- Employee resource groups

- Mentorship opportunities

- Adaptable wellness fund

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- Hands-on experience implementing and/or owning an ICM or SPM tool — CaptivateIQ, Varicent or Everstage strongly preferred

- Strong communication and change management skills — able to explain comp mechanics simply to the field

- Based in NYC or Salt Lake City

- ASC 606 experience (comp expense recognition, accounting partnership)

- Experience leading a sales compensation team within a SaaS/tech environment

- Proven ownership of, and partnership across, comp plan design and comp operations

- Comfortable operating between strategy (plan design, GTM alignment) and execution (calculations, exceptions, payout accuracy)

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📌 Gtm Compensation Leader (Salt)
🏢 Gong
📍 Salt