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Incentive Manager Jobs in Texas (NOW HIRING)

Woodmac

Director, Sales Incentive Compensation

Houston, TX · On-site

$119K - $163K/yr

Curious - we turn knowledge into action Role Purpose The Sales Incentive Compensation Director ... Exceptional communication, presentation, and stakeholder management skills * Ability to operate ...

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Incentive Manager information

What are some common challenges faced by an incentive manager, and how can these be effectively addressed?

Incentive Managers often face the challenge of balancing company budget constraints with motivating and rewarding employees or partners effectively. They must navigate complex compensation structures, ensure compliance with legal and tax regulations, and adapt programs to evolving business goals. Effective communication with various departments—such as HR, finance, and sales—is essential to gather feedback and ensure the incentive programs align with organizational objectives. Staying current with industry trends and regularly analyzing program performance helps Incentive Managers refine their strategies for maximum impact.

What is an incentive manager?

An incentive manager is a professional responsible for designing, implementing, and managing incentive programs to motivate employees, sales teams, or partners. They analyze performance data, develop reward strategies, and ensure programs align with company goals, often using tools like CRM software. Strong organizational and communication skills are essential for success in this role.

What are the key skills and qualifications needed to thrive as an incentive manager?

To thrive as an Incentive Manager, you need expertise in sales strategy, data analysis, and program management, typically supported by a degree in business or a related field. Familiarity with CRM platforms, incentive management software, and advanced Excel skills are commonly required. Strong communication, problem-solving, and stakeholder management abilities set top performers apart. These skills ensure incentive programs are effectively designed, executed, and aligned with organizational goals to drive performance and engagement.

What is the difference between Incentive Manager vs Compensation Analyst?

AspectIncentive ManagerCompensation Analyst
CredentialsBachelor's degree, experience in sales or financeBachelor's degree in HR, finance, or related field
Work EnvironmentSales teams, finance departments, corporate officesHR departments, corporate offices, consulting firms
Industry UsageCommon in sales-driven industries, finance, and corporate sectorsUsed across various industries for salary and benefits analysis
Primary FocusDesigning and managing incentive programs to motivate sales and performanceAnalyzing compensation structures and ensuring competitiveness

While both roles involve compensation strategies, Incentive Managers focus on creating and overseeing incentive programs to boost performance, especially in sales. Compensation Analysts analyze overall pay structures and market competitiveness. The Incentive Manager's role is more targeted towards motivating specific teams through incentives, whereas Compensation Analysts handle broader salary and benefits analysis.

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Incentive Manager jobs near you
Infographic showing various Incentive Manager job openings in Texas as of August 2026, with employment types broken down into 1% As Needed, 87% Full Time, 11% Part Time, and 1% Contract. Highlights an 93% Physical, 3% Hybrid, and 4% Remote job distribution.

Equal Employment Manager-RECRUITMENT/RELOCATION INCENTIVE

SD Department of Veterans Affairs

Harlingen, TX • On-site

$74K/yr

Part-time

Posted 5 days ago

Job description

The Equal Employment Program Manager/Alternative Dispute Resolution Coordinator for VA Texas Valley Coastal Bend Health Care System (VATVCBHCS) will serve as the principal advisor in the area of Equal Employment Opportunity, Affirmative Employment, the Civil Rights External Programs, Diversity Management and ADR-Mediation for the Health Care System.Qualifications:To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 08/14/2026.
Time-In-Grade Requirement: Applicants who are current Federal employees and have held a GS grade any time in the past 52 weeks must also meet time-in-grade requirements by the closing date of this announcement. For a GS-11 position you must have served 52 weeks at the GS-09. The grade may have been in any occupation, but must have been held in the Federal service. An SF-50 that shows your time-in-grade eligibility must be submitted with your application materials. If the most recent SF-50 has an effective date within the past year, it may not clearly demonstrate you possess one-year time-in-grade, as required by the announcement. In this instance, you must provide an additional SF-50 that clearly demonstrates one-year time-in-grade. Note: Time-In-Grade requirements also apply to former Federal employees applying for reinstatement as well as current employees applying for Veterans Employment Opportunities Act of 1998 (VEOA) appointment.
You may qualify based on your experience and/or education as described below:
  • You may qualify based on your experience and/or education as described below:
  • GS-11 Specialized Experience: You must have one year of specialized experience equivalent to at least the next lower grade GS-9 in the normal line of progression for the occupation in the organization. Examples of specialized experience would typically include: thorough knowledge and application of federal EEOC laws and regulations, compliance, executive orders, court decisions, Personnel Management, Federal Personnel Regulations and enforcement skills, as well as EEO/Diversity Program guidelines and principles (this includes but is not limited to 29 CFR Part 1614, Title VII of the Civil Rights Act, Title I and Title V of ADA, ADA Amendment Act, Title VI, Prohibited Employment Policies and Practices, and Retaliation and Reprisal/No Fear Act); knowledge of Title VI and Title IX laws and Regulations and the causes of barriers to Equal Employment opportunities to against protected classes of individuals; skill in analytical and evaluative methods and techniques to conduct EEO and Affirmative Employment programs studies and complaint investigations and recommend solutions; skill in identifying equal employment opportunity problems and developing concrete action plans to solve these problems to advise Health Care System managers on appropriate courses of action to eliminate barriers to equal employment opportunity; and, ability to communicate effectively both verbally and in writing, to prepare reports specific to the EEO Program as well brief the Director, leadership staff, managers and employees on aspects of the EEO program. OR,
  • Education: Applicants may substitute education for the required experience. To qualify based on education for this grade level you must have a Ph.D. or equivalent doctoral degree or 3 full years of progressively higher-level graduate education leading to such a degree or LL.M., if related. Such education must demonstrate the knowledge, skills, and abilities necessary to do the work. (Transcript Required) OR,
  • Combination: Applicants may also combine education and experience to qualify at this level. You must have a combination of specialized experience and education beyond a master's degree. (Transcript Required)
Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religions; spiritual; community; student; social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.
Note: A full year of work is considered to be 35-40 hours of work per week. Part-time experience will be credited on the basis of time actually spent in appropriate activities. Applicants wishing to receive credit for such experience must indicate clearly the nature of their duties and responsibilities in each position and the number of hours a week spent in such employment.
Physical Requirements: The work is sedentary. Some work may require movement between offices, hospitals, warehouses, and similar areas for meetings and to conduct work. Work may also require walking/standing, in conjunctions with travel to and attendance at meetings and/or conferences away from the work site. Incumbent may carry and lift light items weighing less than 15 pounds. Occasional use of automobile and public conveyance may be required during visits to VISN meetings, performing mediation and training.
For more information on these qualification standards, please visit the United States Office of Personnel Management's website at https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/.Education:A transcript must be submitted with your application if you are basing all or part of your qualifications on education.
Note: Only education or degrees recognized by the U.S. Department of Education from accredited colleges, universities, schools, or institutions may be used to qualify for Federal employment. You can verify your education here: http://ope.ed.gov/accreditation/. If you are using foreign education to meet qualification requirements, you must send a Certificate of Foreign Equivalency with your transcript in order to receive credit for that education. For further information, visit: https://sites.ed.gov/international/recognition-of-foreign-qualifications/.
If your school has changed names, or is no longer in existence, you must provide this information in your application.Employment Type: OTHER

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