Manager, Sales & Incentive Compensation

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    "description": "<h2>Summary</h2>\n<p> </p>\n<p><strong>Manager, Sales & Incentive Compensation</strong></p>\n<p> </p>\n<p>This role leads the Compensation team responsible for governance and execution of the organization’s sales and incentive compensation programs, achieving results through assigned direct reports and cross-functional partners rather than through personal execution alone. Accountable for short-term incentive programs (STIP, RBIP, SIP), sales incentive plan design, variable pay forecasting, and long-term incentive program administration, the Manager sets team direction, removes execution barriers, and serves as the escalation point with Finance, Legal, Sales leadership, and HR Business Partners — ensuring incentive programs run with accuracy, compliance, and strategic alignment.</p>\n<p> </p>\n<p>Job Will Remain Open Until Filled</p>\n<h2>Responsibilities</h2>\n<p>The Company is one of North America’s leading sales and marketing agencies specializing in outsourced sales, merchandising, category management, and marketing services to manufacturers, suppliers, and producers of food products and consumer packaged goods. The Company services a variety of trade channels including grocery, mass merchandise, specialty, convenience, drug, dollar, club, hardware, consumer electronics, and home centers. We bridge the gap between manufacturers and retailers, providing consumers access to the best products available in the marketplace today.</p>\n<p> </p>\n<p></p>\n<p><strong>Responsibilities</strong></p>\n<ul>\n <li><p>Direct and oversee execution of all sales and short term incentive plans including commissions and bonuses through the team, ensuring accurate and timely calculations, validations, and payouts while serving as escalation point for issues and disputes</p></li>\n <li><p>Serve as advisor and primary point of contact for sales leadership, finance, and HR partners on incentive strategy, plan design, and program interpretation while building strong stakeholder relationships</p></li>\n <li><p>Oversee financial partnership for incentive compensation including forecasting, accruals, true ups, and budget planning while ensuring programs operate within approved financial guidelines</p></li>\n <li><p>Direct analysis and reporting of incentive attainment, performance distribution, and cost effectiveness while using insights to inform leadership decisions and identify risks</p></li>\n <li><p>Lead systems strategy and process optimization for incentive compensation including system enhancements, data integrity, testing, and workflow improvements</p></li>\n <li><p>Establish governance frameworks for incentive programs including policies, procedures, audit readiness, and compliance requirements while maintaining standards as programs evolve</p></li>\n <li><p>Manage, coach, and develop direct reports while setting goals, providing feedback, and making workload and prioritization decisions for the team</p></li>\n</ul>\n<p><strong>Qualifications</strong></p>\n<ul>\n <li><p><strong>Education Requirements:</strong> Bachelor’s degree (Bachelor’s degree in human resources, business administration, finance, or related field preferred)</p></li>\n <li><p><strong>Experience Requirements:</strong> 6–8 years experience in relevant field (Sales compensation, incentive plan design, or variable pay administration experience preferred)</p></li>\n <li><p><strong>Travel requirement:</strong> No travel requirements</p></li>\n</ul>\n<p><strong>Supervisor Responsibility</strong></p>\n<ul>\n <li><p><strong>Direct Reports:</strong> Hires, retains, trains, coaches, guides, directs, and develops direct reports using company-wide processes, tools and resources</p></li>\n <li><p><strong>Indirect Reports:</strong> May delegate work of others and provide guidance, direction and mentoring to indirect reports</p></li>\n</ul>\n<p><strong>Required Knowledge and Skills</strong></p>\n<ul>\n <li><p>Strong understanding of sales compensation and incentive program operations in complex environments</p></li>\n <li><p>Ability to translate compensation governance and plan design into executable processes</p></li>\n <li><p>Advanced analytical skills including data validation, audit checks, and quality assurance practices</p></li>\n <li><p>Ability to manage multiple compensation cycles and cross functional deliverables</p></li>\n <li><p>Experience with process improvement and systems enablement</p></li>\n <li><p>Strong communication and documentation skills for explaining compensation plans and resolving issues</p></li>\n <li><p>Demonstrated people management and team development skills</p></li>\n <li><p>Working knowledge of long term incentive, deferred cash, and related compensation programs</p></li>\n</ul>\n<p> </p>\n<p> </p>\n<p> </p>\n<p><strong>Environmental & Physical Requirements</strong></p>\n<p> </p>\n<p>Office / Sedentary Requirements: Incumbent must be able to perform the essential functions of the job. Work is performed primarily in an office environment. Typically, requires the ability to sit for extended periods of time (66%+ each day), ability to hear telephone, ability to enter data on a computer and may require the ability to lift up to 10lbs.</p>\n<p> </p>\n<p><strong>Additional Information Regarding Job Duties</strong></p>\n<p> </p>\n<p>Job duties include additional responsibilities as assigned by one’s supervisor or other manager related to the position/department. This job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required for the position. The Company reserves the right at any time with or without notice to alter or change job responsibilities, reassign or transfer job positions, or assign additional job responsibilities, subject to applicable law. The Company shall provide reasonable accommodations of known disabilities to enable a qualified applicant or employee to apply for employment, perform the essential functions of the job, or enjoy the benefits and privileges of employment as required by law.</p>\n<p> </p>\n<h2>Important Information</h2>\n<p>The above statements are intended to describe the general nature and level of work being performed by people assigned to this position. They are not intended to be an exhaustive list of all responsibilities, duties, and skills required of associates so classified. The Company is committed to providing equal opportunity in all employment practices without regard to age, race, color, national origin, sex, sexual orientation, religion, physical or mental disability, or any other category protected by law. As part of this commitment, the Company shall provide reasonable accommodations of known disabilities to enable an applicant or employee to apply for employment, perform the essential functions of the job, or enjoy the benefits and privileges of employment as required by law.</p>",
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