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Incentive Compensation Management Jobs in Spring, TX

Pwc

Oracle CPQ - Senior Manager

Houston, TX

$124K - $280K/yr

... incentive compensation management (ICM) strategies What You Must Have - At least a Bachelor's degree - At least 6 years of experience What Sets You Apart - Preference for a Master's or Masters of ...

Acuren Inspection, Inc.

Director of Compensation

Houston, TX · On-site

$116K - $159K/yr

Design and manage short-term incentive (STI) programs aligned with company performance and ... Compensation Programs & Guidelines * Develop and maintain compensation policies, guidelines, and ...

Acuren Inspection, Inc.

Director of Compensation

Houston, TX · On-site

$116K - $159K/yr

Design and manage short-term incentive (STI) programs aligned with company performance and ... Compensation Programs & Guidelines * Develop and maintain compensation policies, guidelines, and ...

Phase2 Technology

Director of Compensation

Houston, TX · On-site

$130 - $180/hr

Design and manage short-term incentive (STI) programs aligned with company performance and ... Compensation Programs & Guidelines * Develop and maintain compensation policies, guidelines, and ...

CB&I

Compensation Specialist

The Woodlands, TX · On-site

... incentive, and bonus programs • Partner with HR Business Partners and managers on compensation-related decisions, including offers, promotions, and job leveling • Participate in annual ...

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Showing results 21-40

All JobsIncentive Compensation Management JobsIncentive Compensation Management Jobs in Spring, TX

Incentive Compensation Management information

See Spring, TX salary details

$31.6K

$102.1K

$150.8K

How much do incentive compensation management jobs pay per year?

As of Aug 9, 2026, the average yearly pay for incentive compensation management in Spring, TX is $102,097.00, according to ZipRecruiter salary data. Most workers in this role earn between $85,400.00 and $117,900.00 per year, depending on experience, location, and employer.

What is incentive compensation management?

An Incentive Compensation Management (ICM) job involves designing, administering, and optimizing compensation plans that reward employees based on performance. Professionals in this role use data analysis, software tools, and industry benchmarks to ensure fair and motivating incentive structures. They work closely with sales, finance, and HR teams to align compensation with business objectives while ensuring compliance and accuracy.

What does someone in incentive compensation management do?

Daily responsibilities in Incentive Compensation Management usually include calculating incentive payouts, managing compensation data, and ensuring accuracy in incentive plan execution. Professionals in this role often collaborate closely with sales, HR, and finance teams to interpret plan details, address questions, and resolve discrepancies. They also monitor plan effectiveness and compliance, contribute to compensation analytics, and support plan design updates as needed. This combination of routine data management and cross-department communication helps the company maintain fair and motivating incentive programs.

What are the key skills and qualifications needed to thrive in incentive compensation management?

To thrive in Incentive Compensation Management, you need strong analytical abilities, attention to detail, and a background in finance, accounting, or business, often supported by a relevant bachelor's degree. Proficiency in incentive compensation software (such as SAP, Xactly, or Oracle), advanced Excel skills, and familiarity with HRIS or CRM platforms are typically required; some employers may also value certifications like Certified Compensation Professional (CCP). Exceptional communication, problem-solving, and collaboration skills help professionals excel in cross-functional environments. These skills ensure accurate incentive plan administration, effective stakeholder management, and alignment of compensation strategies with business goals.

What job categories do people searching Incentive Compensation Management jobs in Spring, TX look for? The top searched job categories for Incentive Compensation Management jobs in Spring, TX are:
Incentive Compensation Management jobs near you
Infographic showing various Incentive Compensation Management job openings in Spring, TX as of August 2026, with employment types broken down into 81% Full Time, 14% Part Time, 1% Temporary, and 4% Contract. Highlights an 85% Physical, 5% Hybrid, and 10% Remote job distribution, with an average salary of $102,097 per year, or $49.1 per hour.

Sales Compensation Engagement Manager

HP Development Company, L.P.

Spring, TX • On-site

Full-time

Medical, Dental, Vision, Life, PTO

Re-posted 16 days ago

Job description

Sales Compensation Engagement Manager
Description -
Description - Sales Compensation Administration Manager, AMS
HP is seeking a Sales Compensation Administration Manager to lead the AMS regional team responsible for end-to-end incentive compensation operations across the Americas. This role owns the operational integrity of the monthly compensation cycle for thousands of sellers, managing a team of Sales Compensation Analysts while driving process standardization, platform adoption, and AI-enabled transformation. The ideal candidate combines deep hands-on knowledge of SPM platforms and compensation mechanics with the leadership instincts to develop a high-performing team, influence cross-functional stakeholders without authority, and operate with precision in a high-stakes, high-volume environment. This role reports into the Global Sales Compensation Operations leadership and serves as the primary accountability layer between HP's seller-facing compensation commitments and the systems and processes that deliver on them.
Responsibilities
Team Leadership & Operations
  • Lead, develop, and manage a team of Sales Compensation Analysts supporting the AMS region
  • Own the monthly AMS calculation cycle end to end, from data readiness through payment release and establish accountability standards across the team
  • Set performance expectations, conduct regular 1:1s, and build individual development plans aligned to team growth needs
  • Serve as the primary escalation point for compensation issues, disputes, and cross-functional conflicts within AMS
  • Monitor team capacity and workload distribution across cycles and peak periods

Compensation Operations Execution
  • Oversee semi-annual plan rollouts and mid-cycle updates across AMS compensation plans
  • Ensure accurate and timely execution of incentive calculation cycles in the SPM platform
  • Establish and enforce pre- and post-calculation validation standards and reconciliation protocols
  • Own the AMS claims and dispute resolution process ensuring appropriate triage, SLA adherence, and systemic root cause identification
  • Oversee generation and distribution of sales compensation letters and acknowledgement tracking across AMS
  • Maintain accountability for payment accuracy and on-time delivery across all AMS seller populations

Platform & Process Transformation
  • Lead transformation initiatives focused on automating manual workflows, improving data quality, and reducing cycle time
  • Participate in AI-enabled SPM improvement initiatives, including:
  • Claims triage automation and intelligent dispute routing
  • Validation workflow automation and anomaly detection
  • Reporting and performance monitoring enhancements
  • Reduction of manual adjustments through field education and proactive identifaciton of errors

Stakeholder Partnership
  • Serve as the primary AMS operations partner to Sales Compensation Design, Finance, GRO and CO leadership.
  • Translate operational issues into structured business cases for systemic resolution
  • Represent AMS operations in steering committee discussions, platform decisions, and program governance forums
  • Partner with EMEA and APJ regional counterparts to ensure cross-regional consistency in process design and escalation standards

Education & Experience Required
  • Bachelor's degree in Business, Finance, Information Systems, or related field
  • 7-10 years of experience in Sales Compensation Administration or Revenue Operations, with at least 2-3 years in a people management or team lead capacity
  • Hands-on experience with at least one enterprise SPM platform (Forma.ai, Varicent, Xactly, SAP Callidus) for administration, and cycle management
  • Experience supporting large sales organizations with complex go-to-market structures (direct, channel, partner, specialist) required
  • Demonstrated experience managing compensation operations for a regional or multi-country seller population

Knowledge & Skills
  • Understanding of compensation plan mechanics, crediting models, quota deployment, and incentive calculation logic
  • Proven ability to manage high-volume operational environments
  • Strong people management and ability to develop analysts,
  • Experience managing cross-functional stakeholder relationships and influencing decisions without direct authority
  • Advanced analytical skills able to diagnose root cause, identify patterns across high-volume data, and translate findings into systemic fixes
  • Familiarity with automation tools, workflow optimization, and AI-enabled productivity tools
  • Strong written and verbal communication skills able to represent operational complexity clearly to executive audiences
  • Ability to operate effectively in a matrixed, global organization with shifting priorities and platform evolution

Impact & Scope
  • Directly accountable for compensation accuracy and seller trust across all AMS seller populations
  • Operational owner of the AMS monthly sales compensation administration cycle
  • Manages a team of Sales Compensation Analysts across the AMS region
  • Results directly impact seller motivation, pay equity, audit readiness, and compensation program integrity

The pay range for this role is $105,050 to $161,800 USD annually with additional opportunities for pay in the form of bonus and/or equity (applies to United States of America candidates only). Pay varies by work location, job-related knowledge, skills, and experience.
Benefits:
HP offers a comprehensive benefits package for this position, including:
  • Health insurance
  • Dental insurance
  • Vision insurance
  • Long term/short term disability insurance
  • Employee assistance program
  • Flexible spending account
  • Life insurance
  • Generous time off policies, including;
  • 4-12 weeks fully paid parental leave based on tenure
  • 11 paid holidays
  • Additional flexible paid vacation and sick leave (US benefits overview)

The 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.
Job -
Sales Operations
Schedule -
Full time
Shift -
No shift premium (United States of America)
Travel -
Not Specified
Relocation -
No
Equal Opportunity Employer (EEO) -
HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation or any other characteristic protected by applicable national, federal, state, and local law(s).
Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence.
For more information, review HP's EEO Policy or read about your rights as an applicant under the law here: "Know Your Rights: Workplace Discrimination is Illegal"

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