Performance Based Compensation Jobs in Minnesota

Team Description

It is an exciting time in the People team at the Company. With a focus on enabling business performance through data‑driven decisions, the Compensation function plays a critical role in designing programs that attract, retain, and motivate top talent. As part of a broader Total Rewards strategy, the primary purpose of this role will focus on ensuring sales compensation programs are competitive, analytically sound, and aligned with business objectives, while partnering closely with Sales, Sales Operations, and Finance.

Position Description

The Company is seeking a Manager, Sales Compensation to lead the design, evaluation, and market positioning of sales compensation programs. This role is an individual contributor responsible for developing sales compensation plan structures, delivering plan documentation, and ensuring pay practices for sales roles are competitive and aligned with market benchmarks. While Sales Operations and Finance are responsible for plan administration, calculations, and payouts, this role ensures that plans are well‑designed, clearly articulated, and analytically grounded. In addition, this role will support broader compensation initiatives in partnership with the Compensation team.

Roles and ResponsibilitiesSales Compensation (Primary Focus)

• Design and develop sales compensation plans (e.g., commission structures, incentive plans) aligned to business strategy and revenue goals.
• Deliver clear, comprehensive sales compensation plan documents and guidelines for stakeholders.
• Partner with Sales Leadership and Sales Operations to align plan design with go‑to‑market strategy, quotas, and performance expectations.
• Conduct market analysis and benchmarking for sales roles (sellers and sales leaders) to ensure competitive and equitable pay positioning.
• Analyze sales compensation outcomes and pay practices, identifying trends and recommending plan design improvements.
• Evaluate plan effectiveness, including pay‑for‑performance alignment, upside/downside leverage, and cost of sales.
• Establish and maintain governance frameworks for sales compensation design and changes.
• Provide analytical insights and recommendations to support compensation decisions and business strategy.

Broad‑based Compensation (Secondary Focus)

• Support the year‑end compensation processes, including merit and bonus planning cycles, ensuring accurate and timely delivery in partnership with the Compensation team.
• Collaborate with Compensation, HRIS, HRBPs, and People Operations to ensure successful rollout and execution of compensation programs.
• Assist in compensation program implementation, including communication materials, tools, and manager guidance.
• Support data validation, audits, and reporting to ensure accuracy and integrity of compensation outcomes.
• Partner with the team to improve processes, tools, and workflows that enhance efficiency and scalability.

Fundamental Functional Competencies

• Analytical Excellence – strong ability to assess compensation data, market trends, and pay practices.
• Strategic Thinking – connects compensation design to business outcomes and sales performance.
• Business Acumen – deep understanding of sales organizations and revenue drivers.
• Partnership & Influence – effectively collaborates with Sales, Sales Operations, Finance, and HR.
• Communication – translates complex compensation structures into clear, actionable plans.
• Attention to Detail – ensures accuracy and clarity in plan design and documentation.
• Problem Solving – proactively identifies issues and recommends practical solutions.

Qualifications

• 6–8+ years of experience in compensation, with a strong focus on sales compensation design and analytics.
• Demonstrated experience developing sales incentive plans and conducting market benchmarking for sales roles.
• Experience partnering with Sales, Sales Operations, and Finance.
• Strong analytical skills with advanced proficiency in Excel.
• Experience with market data sources (e.g., Radford, Mercer, WTW).
• Working knowledge of broad‑based compensation programs.
• Experience with HR systems (Workday preferred).
• Ability to operate independently while influencing cross‑functional stakeholders.

Equal Employment Opportunity

It is the policy of Mobility to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, Mobility will provide reasonable accommodations for qualified individuals with disabilities.