Key Responsibilities

Own and administer GTM variable compensation architecture including accelerators and SPIFs across sales, BDRs, CSMs, SAs, and the partner team
Model scenarios to stress test costs, attainment distributions, and behavioural incentives before plans are finalized
Partner with finance on commission actuals and with HR on benchmarking against market data
Own the plan roll out with the people team and GTM leadership including documentation, communications, resolution frameworks, exception handling/tracking, system configuration, and compensation governance
Work with sales enablement to ensure reps have a clear path to OTE - identifying quota, ramp, and efficiency gaps before they impact attainment
Partner with finance and GTM leadership to model headcount unlock criteria, identifying when and where to hire to support growth in new regions and segments
Serve as the RevOps lead on all post-close GTM integration items, including designing and maintaining an integration playbook covering role mapping, territory carving, quota assignment, system integration items, and data mapping
Track integration milestones and surface risks to RevOps leadership and cross-functional integration teams

Requirements

5-8 years in RevOps, sales operations, or sales finance in a B2B environment
Hands-on experience designing and administering variable compensation plans (not just reporting on them)
Experience supporting or leading GTM workstreams in M&A integrations
Financial modelling fluency, building bottoms-up capacity models, compensation scenarios, and attainment distribution
Clear communicator able to present complex compensation plans or compensation frameworks to sales leadership and executives
Comfortable working in ambiguous, fast-moving environments