Remote Compensation Manager Jobs in Oregon (NOW HIRING)

The Opportunity:

We are looking for an Incentive Compensation Systems Manager to join our Incentive Compensation (IC) team and drive the systemization, automation, and continuous improvement of our commission operations. This is a high-impact, individual contributor role with end-to-end ownership, reporting to the Senior Manager, Incentive Compensation. To be successful, you should look forward to operating in an unstructured, fast-paced, remote-first environment where you will identify gaps in existing processes, replace manual workarounds with scalable systems, and bring greater predictability, accuracy, and speed to how the business manages commissions, quotas, and comp plan administration.

In this role, you will gain deep exposure to how incentive compensation data flows end-to-end from our CRM (e.g., SFDC), People systems (e.g., Workday) through calculation engines (e.g., Xactly) to payout and reporting (e.g., BigQuery). You'll be the person the team turns to when a process is slow, fragile, or held together by spreadsheets. You will partner closely with our Incentive Compensation Operations Team, Finance & Strategy, People Ops, and RevOps orgs to understand how work actually gets done today, find the friction points, and build the tooling and workflows that remove them. This role requires a unique balance: enough technical depth to design and build real automation, combined with the process discipline and cross-functional judgment to know which problems are worth solving first.

What You'll Be Doing:

• Process & Gap Assessment: Embed with the IC team to map current-state workflows across plan administration, calculation, approvals, and payout. Identify manual, repetitive, or error-prone steps and prioritize them based on risk, time cost, and business impact.
• Systematization & Automation: Design and build automated workflows, integrations, and tooling that replace manual processes from data pulls and reconciliations to approval routing and exception handling. Reduce reliance on ad-hoc spreadsheets and one-off scripts in favor of durable, repeatable systems.
• Xactly ICM Ownership: Serve as a hands-on owner of our Xactly instances (e.g., Incent and Connect) configuring calculation rules, plan logic, and workflows, and continuously tuning the platform so it does more of the heavy lifting currently done manually outside the system.
• AI-Enabled Process Automation: Identify where AI tools and LLM-driven agents can take over manual, repetitive Incentive Compensation work such as exception detection, data reconciliation, plan document review, or answering common comp questions and build the workflows/integrations to put them into production.
• Systems Integration: Partner with IC, Finance & Strategy, People Ops, Revenue Operations, and IT/Data teams to ensure incentive compensation systems are properly integrated, with clean, reliable data flowing between them.
• Documentation & Governance: Establish clear documentation, standard operating procedures, and controls for newly systematized processes, so they're auditable, maintainable, and don't regress back into manual work over time.
• Continuous Improvement Cadence: Set up a repeatable process for the IC team to keep identifying and retiring manual work, as an ongoing discipline of finding the next bottleneck and fixing it.
• Cross-Functional Enablement: Act as the go-to resource translating IC process needs into system requirements, and translating system/data constraints back into practical process recommendations the team can act on.
• Operational Excellence: Support urgent, ad-hoc requests during payout cycles while keeping an eye on the long-term goal. Building yourself out of the fire-fighting role by systemizing the fixes.

What Makes You a Great Fit:

• Professional Experience: 5+ years of experience in incentive compensation, sales operations, revenue operations, or a related systems/process improvement role. Experience in a fast-paced technology or SaaS business is highly preferred.
• Process Improvement Mindset: A demonstrated track record of finding manual, broken, or inefficient processes and systematizing them, not just documenting problems but building the solution.
• SQL & Data Fluency: Hands-on SQL experience and comfort querying and reconciling data across systems to diagnose process gaps and validate automated outputs.
• Automation & Tooling: Hands-on experience building automated workflows using tools such as scripting, workflow/RPA platforms, or ICM systems (e.g., Xactly, CaptivateIQ, Varicent, SPIFF platforms). Comfort standing up lightweight tools or integrations when off-the-shelf options fall short.
• Systems Fluency: Familiarity with the core systems that touch incentive compensation: CRM (e.g., Salesforce), HRIS, data warehouses (e.g., BigQuery), and comp management platforms (e.g., Xactly) understanding how data moves between them.
• Cross-Functional Communication: Strong communication skills, with the ability to sit with a team, understand how they actually work day-to-day, and translate that into clear systems requirements and process changes.
• Analytical Rigor: Understanding of core comp mechanics (quotas, accelerators, SPIFFs, payout timing) sufficient to spot where a process breaks down or introduces risk.

Bonus Points For:

• Industry & Scale Context: Experience working in a high-growth SaaS, cloud, or open-source company, particularly within a public company or an environment undergoing IPO readiness.
• Global Collaboration: Proven success working within globally distributed, remote-first organizations across multiple time zones.
• AI & LLM-Driven Automation: Experience documenting datasets and workflows for Model Context Protocol (MCP) server ingestion, or building AI skills/agents to automate incentive compensation data discovery, exception detection, or reporting.

In the United States, the base compensation range for this role is $144,000 - $173,000. Actual compensation may vary based on level, experience, and skillset as assessed throughout the interview process. All of our roles include Restricted Stock Units (RSUs), giving every team member ownership in Grafana Labs' success. We believe in shared outcomes-RSUs help us stay aligned and invested as we scale globally.

#LI-Remote

*Compensation ranges are country specific. If you are applying for this role from a different location than listed above, your recruiter will discuss your specific market's defined pay range & benefits at the beginning of the process.

Why You'll Thrive at Grafana Labs:

• 100% Remote, Global Culture - As a remote-only company, we bring together talent from around the world, united by a culture of collaboration and shared purpose.
• Scaling Organization - Tackle meaningful work in a high-growth, ever-evolving environment.
• Transparent Communication - Expect open decision-making and regular company-wide updates.
• Innovation-Driven - Autonomy and support to ship great work and try new things.
• Open Source Roots - Built on community-driven values that shape how we work.
• Empowered Teams - High trust, low ego culture that values outcomes over optics.
• Career Growth Pathways - Defined opportunities to grow and develop your career.
• Approachable Leadership - Transparent execs who are involved, visible, and human.
• Passionate People - Join a team of smart, supportive folks who care deeply about what they do.
• In-Person onboarding - We want you to thrive from day 1 with your fellow new 'Grafanistas' to learn all about what we do and how we do it. 
• Balance is Key - We operate a global annual leave policy of 30 days per annum. 3 days of your annual leave entitlement are reserved for Grafana Shutdown Days to allow the team to really disconnect. *We will comply with local legislation where applicable.