Revenue Operations Manager (Compensation Team)

Requirements

• 3–5 years of experience in Sales Compensation, Revenue Operations, or a closely related analytical role within a B2B SaaS environment
• Demonstrated ability to design and model sales compensation plans, with a strong grasp of plan mechanics such as accelerators, draw structures, and multi-metric plans
• Experience supporting or leading compensation plan rollouts, including communicating plan changes to sales populations and managing the transition from one plan design to another
• Strong proficiency in Google Sheets or Excel, including advanced modelling; familiarity with data sources such as Salesforce and Snowflake
• Experience with Everstage or a comparable ICM platform (Xactly, CaptivateIQ, Varicent, etc.)
• Demonstrated experience working, collaborating, and communicating with multiple stakeholders and cross-functional teams — you can translate complex compensation mechanics into clear, accessible language for non-technical audiences
• Strong presentation and documentation skills — you can turn data and analysis into compelling narratives for sales leaders and senior management
• SQL proficiency is a plus

What the job involves

• Join our dynamic Performance team within Revenue Operations, where we focus on all aspects of performance within the Go-To-Market organization
• Our small but mighty team is responsible for designing sales compensation plans & incentives, setting quotas, ensuring accurate compensation payouts, and analyzing data trends to ensure alignment between company strategy and reps performance
• This role offers an exciting opportunity to learn and contribute as we're currently scaling our compensation and performance monitoring systems and processes
• Compensation design — Design and iterate on incentive structures across GTM roles, including modelling alternative plan options, performing cost analysis, and providing data-backed recommendations on accelerators, thresholds, and plan changes
• Quota modelling — Build and maintain quota models leveraging business plan goals and historical performance trends, ensuring individual targets are fair, stretching, and aligned with company revenue objectives
• SPIFF ownership — Define, launch, track, and report on SPIFFs and short-term incentive programs, including ROI reviews to assess whether they drove the intended behavioral and commercial outcomes
• Stakeholder management — Work with and positively influence cross-functional teams including Sales, Finance, and People Operations to align on compensation processes, resolve exceptions, and support timely payroll handover
• Executive communication — Develop dashboards, presentations, and documentation to communicate compensation results, attainment trends, and plan changes in a succinct, easy-to-understand manner, to all levels of the organization
• Process optimisation — Continuously improve compensation workflows by identifying automation opportunities and leveraging AI tools (including Claude) to streamline analysis, reduce manual effort, and enable the team to focus on higher‑value work
• This is a 12‑month fixed‑term contract role, covering maternity leave