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Performance Based Compensation Jobs (NOW HIRING)

Zimmer Biomet

Director, Sales & Broad-Based Compensation

$127K - $175K/yr

... performance awards. We are committed to creating an environment where every team member feels ... What You Can Expect The Director, Sales and Broad-Based Compensation is a strategic HR leader ...

1-800-Striper of Indianapolis North

Be Seen First

Performance Based Sales Consultant

Indianapolis, IN · On-site

$25K/mo

Performance-Based Sales Consultant We are seeking a driven Sales Consultant to spearhead our ... An Uncapped, Multi-Tiered Compensation Plan: We believe in rewarding the "hunters." This role ...

CBIZ, Inc.

Vice President | Compensation

Cleveland, OH · On-site

$122K - $167K/yr

... and performance-based compensation frameworks-that reinforce behaviors critical to the CBIZ ... growth strategy. A key focus of the role will be the administration of long-term incentive programs ...

1-800-Striper of Indianapolis North

Be Seen First

Performance Based Sales Consultant

Indianapolis, IN · On-site

$25K/mo

Performance-Based Sales Consultant We are seeking a driven Sales Consultant to spearhead our ... An Uncapped, Multi-Tiered Compensation Plan: We believe in rewarding the "hunters." This role ...

TQL

Compensation Manager

Cincinnati, OH · On-site

... based compensation programs. This role will ensure TQL's pay strategies remain competitive, performance-driven, and aligned with business objectives as we continue to scale. The Manager will oversee ...

CBIZ

Vice President | Compensation

Cleveland, OH · Hybrid

This leader will also oversee the design of enterprise incentive structures-including leadership incentives, business development incentives, and performance-based compensation frameworks-that ...

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How much do performance based compensation jobs pay per hour?

As of Jun 14, 2026, the average hourly pay for performance based compensation in the United States is $47.54, according to ZipRecruiter salary data. Most workers in this role earn between $37.50 and $56.01 per hour, depending on experience, location, and employer.

What are typical challenges faced by professionals in Performance Based Compensation roles?

Professionals in Performance Based Compensation roles often encounter the challenge of balancing competitive pay structures with budget constraints while ensuring fairness across diverse job functions. They must analyze large sets of performance and compensation data to make informed recommendations and frequently collaborate with HR, finance, and leadership teams to gain alignment. Navigating regulatory requirements and staying compliant with labor laws can add additional complexity to the position. Successfully overcoming these challenges requires both a strategic mindset and the ability to manage sensitive information with discretion.

What are the key skills and qualifications needed to thrive in the Performance Based Compensation position, and why are they important?

To thrive in a Performance Based Compensation role, you need strong analytical skills, a solid understanding of compensation strategies, and experience with HR or finance-related fields, often supported by a relevant bachelor’s degree. Proficiency with compensation management software, Excel, and HRIS platforms, as well as certifications such as CCP (Certified Compensation Professional), are highly beneficial. Exceptional attention to detail, effective communication, and problem-solving abilities make you stand out in this position. These skills are important for accurately designing and administering incentive programs that motivate employees and align with organizational goals.

What is a Performance Based Compensation job?

A Performance Based Compensation job involves structuring employee pay based on their performance, productivity, or achieving specific goals. Instead of receiving a fixed salary, employees earn bonuses, commissions, or incentives tied to their results. This model is common in sales, finance, and executive roles, where compensation aligns with company success. Employers use this approach to motivate employees, enhance productivity, and drive business growth. Effective performance metrics and fair evaluation criteria are essential for a successful compensation system.

More about Performance Based Compensation jobs
What cities are hiring for Performance Based Compensation jobs? Cities with the most Performance Based Compensation job openings:
What are the most commonly searched types of Performance Based Compensation jobs? The most popular types of Performance Based Compensation jobs are:
What states have the most Performance Based Compensation jobs? States with the most job openings for Performance Based Compensation jobs include:
What job categories do people searching Performance Based Compensation jobs look for? The top searched job categories for Performance Based Compensation jobs are:
Performance Based Compensation jobs near you
Infographic showing various Performance Based Compensation job openings in the United States as of June 2026, with employment types broken down into 92% Full Time, and 8% Part Time. Highlights an 58% In-person, and 42% Remote job distribution, with an average salary of $98,889 per year, or $47.5 per hour.

CENTER DIRECTOR - Big Brainbox - Performance-Based Compensation

Big Brainbox

Frisco, TX • On-site

$20 - $25/hr

Part-time

Posted 5 days ago

Job description

ABOUT US
Big Brainbox is a Human Readiness Platform — an applied learning center specializing in integrated STEM and Academic competency development. We build confidence, capability, and readiness in students through an experiential methodology designed for real-world outcomes. Our standards are institutional, our model is built for scale, and we hold STEM.org certification with a Best in STEM Top 5% designation.
POSITION OVERVIEW
This is not a traditional education role. There are no lesson plans here. No grading. No curriculum meetings.
This is a business leadership role inside an education company. You will own the full P&L of a Big Brainbox center — enrollment, operations, partnerships, staff, and revenue. You will build a pipeline, close families, activate a referral network, and be accountable to a number every single week. The teachers deliver the product. You build the business around them.
If you are a builder with hunger — someone who measures success in revenue, growth, and retention — read on. If you are looking for a salaried position for running the local center operations, this is not the role.
WHAT YOU'LL OWN
  • Full enrollment funnel — from first contact to enrolled student. You close the families.
  • Center P&L — revenue tracking, cost awareness, and weekly reporting to CEO
  • Center operations — scheduling, staff oversight, student experience, daily execution
  • B2B and clinical referral partnerships — school districts, therapy centers, pediatric clinics, and community organizations
  • Staff management — all center-level staff report to you
  • Student retention — your compensation is structured to reward it directly and continuously
WHAT WE'RE LOOKING FOR
  • 3+ years in business development, center or franchise operations, retail management, or any revenue-generating role where you owned a number
  • Demonstrated ability to close — families, partners, or institutional clients
  • Experience building a referral or partnership network from the ground up
  • Comfort owning a P&L and reporting revenue metrics to leadership weekly
  • Experience managing a team of 5 or more
  • Education background is a plus — hunger to build is non-negotiable
  • Familiarity with neurodiverse learners is a strong plus — not required
The profile we're looking for exists in fitness franchise management, retail district leadership, healthcare practice operations, and childcare business ownership. If you have run a revenue-generating operation and lived on results — you belong here.

COMPENSATION
Base pay between $20–$25/hour, negotiated based on experience, plus a multi-stream performance commission structure with no cap on earnings. You will not start from zero. Our marketing pipeline generates qualified leads daily. Your job is to close them.
Five earning streams:
  • Referral commission: 5–15% of first month's tuition for every student enrolled through your referral network, attributed via QR code tied to your employee ID
  • Conversion commission: 5–20% of first month's tuition for every inbound lead you directly close
  • Combined referral and conversion: If you generated the lead and closed it, both commissions stack — up to 35% of first month's tuition on a single enrollment
  • Retention royalty: 1–5% monthly on every active enrolled student from Month 2 onward, capped at 12 months per student
  • Upsell commission: 5–20% of first month's new package when a student upgrades to a higher-tier program
Performance accelerators: Directors who exceed quarterly enrollment targets unlock higher commission tiers across all streams, reviewed every quarter (Q1, Q2, Q3, Q4).
Specific commission rates are determined during the offer process based on experience and center targets. No center director in this market — at Mathnasium, Kumon, Sylvan, or any competitor — earns on a structure like this. They receive a flat salary. You receive a stake in what you build.
Additional benefits and employee discounts provided through ADP.
EQUAL OPPORTUNITY EMPLOYER
Big Brainbox is an Equal Opportunity Employer committed to diversity and inclusion. We do not discriminate based on any protected status and provide reasonable accommodations as required.  Join us in redefining education for the next generation.