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Incentive Compensation Jobs in Connecticut (NOW HIRING)

Primo Brands

Director, Compensation

Stamford, CT · On-site

$155.20 - $174.28/hr

Develop and oversee compensation philosophy, including base pay, variable pay, incentive pay, and equity programs that align with the organization's strategy and goals * Market Analysis ...

Primo Brands

Director, Compensation

Stamford, CT · On-site

$133K - $182K/yr

Develop and oversee compensation philosophy, including base pay, variable pay, incentive pay, and equity programs that align with the organization's strategy and goals * Market Analysis ...

Primo Brands

Director, Compensation

Stamford, CT · On-site +1

$133K - $182K/yr

Develop and oversee compensation philosophy, including base pay, variable pay, incentive pay, and equity programs that align with the organization's strategy and goals * Market Analysis ...

Booking Holdings

Senior Compensation Analyst

Norwalk, CT · Hybrid

$109K - $134K/yr

Evaluate market and economic trends to recommend adjustments to the company's compensation infrastructure including salary ranges, short & long term incentives, candidate offers and merit budgets

New

Conair LLC

Compensation & Benefits Analyst

Stamford, CT

$74K - $92K/yr

Support recurring compensation reporting, including salary, bonus, incentive, headcount, and other Total Rewards analyses. * Review submitted data for completeness, consistency, and accuracy and ...

Conair LLC

Compensation & Benefits Analyst

Stamford, CT · On-site

$74K - $92K/yr

Support recurring compensation reporting, including salary, bonus, incentive, headcount, and other Total Rewards analyses. * Review submitted data for completeness, consistency, and accuracy and ...

Conair LLC

Compensation & Benefits Analyst

Stamford, CT

$74K - $92K/yr

Support recurring compensation reporting, including salary, bonus, incentive, headcount, and other Total Rewards analyses. * Review submitted data for completeness, consistency, and accuracy and ...

Conair LLC

Compensation & Benefits Analyst

Stamford, CT · On-site

$74K - $92K/yr

Support recurring compensation reporting, including salary, bonus, incentive, headcount, and other Total Rewards analyses. * Review submitted data for completeness, consistency, and accuracy and ...

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Incentive Compensation information

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

Succeeding in Incentive Compensation requires strong analytical abilities, proficiency in compensation plan design, and a solid understanding of finance or business administration, often supported by a relevant degree. Expertise in Excel, HRIS systems, and compensation management software such as Xactly or CallidusCloud is highly valued, along with certifications like CCP (Certified Compensation Professional). Excellent communication, attention to detail, and the ability to collaborate cross-functionally help professionals thrive in this role. These skills are crucial to ensure accurate and motivating incentive programs that align sales and business objectives while minimizing errors and fostering employee engagement.

What are some typical challenges faced by professionals in incentive compensation roles?

One of the most common challenges in Incentive Compensation positions is ensuring the accuracy and timeliness of complex payout calculations, especially when working with large sales teams or intricate compensation plans. Managing multiple stakeholders, such as finance, HR, and sales leadership, and adapting to frequent business changes or plan updates can also be demanding. Additionally, professionals need to effectively communicate compensation plan details and results to employees, sometimes translating technical information for a general audience. Successfully overcoming these challenges requires a mix of technical expertise, problem-solving skills, and strong interpersonal abilities.

What is an incentive compensation?

An Incentive Compensation job involves designing, managing, and analyzing compensation programs that motivate employees to achieve business goals. Professionals in this field create commission structures, bonuses, and performance-based rewards to align employee efforts with company objectives. They also ensure compliance with regulations, optimize compensation plans for effectiveness, and collaborate with HR and finance teams. This role requires strong analytical skills, knowledge of compensation strategies, and an understanding of business performance metrics.

What are popular job titles related to Incentive Compensation jobs in Connecticut?

For Incentive Compensation jobs in Connecticut, the most frequently searched job titles are:

What job categories do people searching Incentive Compensation jobs in Connecticut look for?

The top searched job categories for Incentive Compensation jobs in Connecticut are:

What cities in Connecticut are hiring for Incentive Compensation jobs?

Cities in Connecticut with the most Incentive Compensation job openings:

Incentive Compensation jobs near you
Infographic showing various Incentive Compensation job openings in Connecticut as of August 2026, with employment types broken down into 91% Full Time, 5% Part Time, and 4% Contract. Highlights an 89% In-person, 2% Hybrid, and 9% Remote job distribution.

Finance Manager, Incentive Compensation

HealthPlanOne, LLC.

Shelton, CT • On-site

Full-time

Posted 16 days ago

Health Plan One rating

7.4

Company rating: 7.4 out of 10

Based on 22 frontline employees who took The Breakroom Quiz

228th of 307 rated insurance

Job description

HealthPlanOne's mission is to help people find the right health insurance at the right price, so they live healthier lives. We are committed to making the shopping process simpler. Our mission has never been more important than it is today.
The Finance Manager, Incentive Compensation leads the optimization of sales compensation process as well as the overall ownership and review of all commission and bonus calculations. This role is responsible for ensuring accuracy and timeliness of commission and bonus payouts to sales teams, managing compensation policy interpretation and exception handling.
The position focuses on compensation performance analysis, accuracy and timeliness of commission and bonus payments, stakeholder alignment, and solving complex compensation scenarios.
  • Ensure monthly and quarterly accruals are properly booked according to compensation plans.
  • Analyze compensation accruals against actuals, evaluating the financial impact of monthly variable pay components.
  • Perform quantitative analysis on historical performance and payout data to identify trends, optimize compensation operations, and model future payout liabilities.
  • Conduct rigorous monthly audits and reconciliation of commission and bonus payrolls, ensuring high accuracy, zero compliance gaps, and robust internal financial controls.
  • Ensure accuracy and timeliness of commission and bonus payouts to sales teams prior to payment
  • Develop effective communication to sales leaders and agents on plan design and roll out
  • Partner with FP&A, HR, Operations and Reporting to translate business priorities into effective compensation structures.
  • Document compensation plans, policies, and governance processes to ensure clarity and consistency.
  • Ensure plan mechanics are supportable with available systems, data, and processes.
  • Provide recommendations to leadership based on data-driven insights. Develop a thorough understanding of compensation plan mechanics and payouts, with the ability to address queries from sales managers and sales agents concerning sales incentive plan
  • Create a reporting output that simplifies the accounting for compensation, bridging all components (commissions, chargebacks, escrows, etc)
  • Top down analytic report that simplifies the bottoms up detail (internal reporting, board reporting)
  • Review GL to bridge discovery discussions to financial reporting
  • Ensure all updates to compensation plans are accurately reflected in Workday compensation module for monthly and quarterly calculations
  • Ensure compensation dashboard in Workday is user-friendly and accurately reflects commissions earned by the sales agent.
  • Serve as the primary Finance point of contact in the resolution of complex compensation disputes, exceptions, and ambiguous scenarios in partnership with leadership in Sales, Legal, FP&A, and HR.
  • Collaborate closely with Incentive Compensation, Sales Operations, Finance, HR, Legal, and Business Systems teams.
  • Partner with RevOps, GTM functions, Finance Incentive Compensation, and Payroll teams to ensure compensation plans can be operationalized effectively.
  • Participate in strategic initiatives involving design, planning, GTM restructuring, and organizational scaling.
  • Required Skills:
  • Bachelor's degree in business, finance, or a related field (advanced degree a plus)
  • 8+ years of experience in Financial Accounting
  • 5+ years of experience in Financial analysis
  • Strong analytical and modeling skills with proficiency in spreadsheets and reporting tools.
  • Ability to interpret complex business scenarios and apply compensation policies consistently.
  • Experience partnering cross-functionally with Sales, Finance, HR, and executive leadership.
  • Strong written and verbal communication skills. High attention to detail and strong organizational skills.
  • Preferred Skills:
    • Master's Degree in business, finance or a related field

    • Experience in SaaS, technology, or high-growth environments.

    • Familiarity with compensation management platforms such as Workday, Xactly, Varicent, or similar tools.

Equal Employment Opportunity (EEO) is a fundamental principle at HealthPlanOne, where employment is based upon personal capabilities and qualifications. HealthPlanOne does not discriminate because of actual or perceived sex, sexual orientation or preference, gender identity, gender, transgender, race, color, religion, national origin, creed, citizenship status, ancestry, age, marital status, pregnancy, childbirth or related medical conditions, medical conditions including genetic characteristics, mental or physical disability, military and veteran status, or any other protected characteristic as established by law. HealthPlanOne requires the necessary drug testing and background checks as part of our pre-employment practices. If you need assistance or an accommodation due to a disability, please contact us to request accommodation at hr@hpone.com

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