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Remote Incentive Compensation Management Jobs in California

Sonrava Health

Director of Total Rewards

Orange, CA · Remote

$140K - $165K/yr

This is a remote role provides expert guidance to HR and business leaders, ensuring programs are ... Manage annual compensation cycles, including merit increases, bonuses, and incentives * Advise ...

The Voleon Group

Senior Compensation Analyst

Berkeley, CA · On-site +1

$140K - $150K/yr

We have become a multibillion-dollar asset manager, and we have ambitious goals for the future ... This role is open to remote work in the US or hybrid in our Berkeley office. Responsibilities

Cypress HCM

Compensation Analyst

Santa Clara, CA · Remote

$40 - $50/hr

Remote (U.S.-based candidates only) * Hours: Full-time, 40 hrs/week Job Overview: We are looking ... incentive cycles * Strong project management skills with the ability to meet deadlines in a ...

Workato

Sales Compensation Analyst

Palo Alto, CA · Remote

Quartz ranked us the #1 best company for remote workers Responsibilities We are seeking an ... Manage and understand all commission plans according to documented sales plans and ensure ...

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Remote Incentive Compensation Management information

What is the difference between Remote Incentive Compensation Management vs Remote Compensation Analyst?

AspectRemote Incentive Compensation ManagementRemote Compensation Analyst
Primary FocusDesigning, implementing, and managing incentive compensation plansAnalyzing and administering overall compensation data and policies
Skills & CertificationsKnowledge of incentive plan structures, compensation software, and analyticsData analysis, HR policies, and compensation regulations
Work EnvironmentCollaborates with sales, HR, and finance teams remotelyWorks with HR and finance teams to analyze compensation data remotely
Industry UsageCommon in sales, tech, and finance sectorsUsed across various industries for compensation analysis

While both roles involve compensation, Remote Incentive Compensation Management focuses on designing and managing incentive plans, whereas Remote Compensation Analysts analyze overall compensation data to inform decisions. Understanding these differences helps organizations assign the right responsibilities to each role.

What are some common challenges faced by professionals in remote incentive compensation management roles, and how can they be addressed?

Professionals in remote incentive compensation management often face challenges related to effective communication across distributed teams, maintaining data accuracy, and ensuring timely payouts. Since the role involves coordinating with sales, HR, and finance departments, clear processes and regular virtual meetings are crucial for alignment. Utilizing robust compensation management software and establishing strong documentation practices help reduce errors and streamline workflows. Developing proactive communication habits and seeking regular feedback from stakeholders also contribute to overcoming remote work barriers and building trust with team members.

What is remote incentive compensation management?

Remote incentive compensation management refers to overseeing and administering employee bonus, commission, or performance-based pay plans from a location outside of a traditional office setting, typically using cloud-based tools. Professionals in this role ensure that incentive programs are designed, implemented, and tracked effectively for remote or geographically dispersed teams. Their responsibilities often include analyzing performance data, calculating payouts, ensuring compliance with company policies, and communicating compensation structures clearly to employees. This role is critical for motivating and retaining talent in remote and hybrid work environments.

What are the key skills and qualifications needed to thrive as a Remote Incentive Compensation Management professional, and why are they important?

To thrive in Remote Incentive Compensation Management, you need strong analytical skills, attention to detail, and a background in finance, accounting, or business administration. Familiarity with incentive compensation software (such as Xactly or SAP Commissions), advanced Excel skills, and knowledge of CRM and ERP systems are typically required. Excellent communication, problem-solving abilities, and the capacity to work independently are standout soft skills in this remote role. These skills ensure the accurate calculation and administration of incentive plans, compliance with company policies, and effective collaboration with distributed teams.
What are the most commonly searched types of Incentive Compensation Management jobs in California? The most popular types of Incentive Compensation Management jobs in California are:
What are popular job titles related to Remote Incentive Compensation Management jobs in California? For Remote Incentive Compensation Management jobs in California, the most frequently searched job titles are:
What job categories do people searching Remote Incentive Compensation Management jobs in California look for? The top searched job categories for Remote Incentive Compensation Management jobs in California are:
What cities in California are hiring for Remote Incentive Compensation Management jobs? Cities in California with the most Remote Incentive Compensation Management job openings:
Remote Incentive Compensation Management jobs near you
Director, Compensation Business Partner - Sales

Director, Compensation Business Partner - Sales

ServiceNow

San Diego, CA • On-site, Remote

$173K - $303K/yr

Full-time

Medical, Retirement

Posted 2 days ago

Job description

Company Description
It all started in sunny San Diego, California in 2004 when a visionary engineer, Fred Luddy, saw the potential to transform how we work. Fast forward to today - ServiceNow stands as a global market leader, bringing innovative AI-enhanced technology to over 8,100 customers, including 85% of the Fortune 500®. Our intelligent cloud-based platform seamlessly connects people, systems, and processes to empower organizations to find smarter, faster, and better ways to work. But this is just the beginning of our journey. Join us as we pursue our purpose to make the world work better for everyone.
Job Description
About the Role
We're looking for a Director, Compensation Partner to serve as the dedicated advisor to our global Sales organization. This is a high-visibility role at the intersection of data and strategy - you'll translate market intelligence and plan analytics into clear, actionable recommendations that shape how we attract and retain top sales talent and influence business decisions at scale. If you're equally comfortable building a regression model and presenting findings to an executive, this role is for you. You will partner directly with Sales HRBPs, Talent Acquisition, Finance, and Sales leadership, and are expected to bring a point of view rather than simply administer process.
Key Responsibilities
  • Analyze performance and compensation data to assess plan effectiveness, identify trends, and recommend improvements.
  • Lead annual and mid-year compensation planning cycles, including modeling, communications, and rollout.
  • Ensure compliance and governance across compensation programs, including policy adherence and audit readiness.
  • Stay current on industry benchmarks and market trends to ensure competitiveness and relevance of compensation structures.
  • Support M&A activities from a sales compensation perspective, including due diligence on acquired plans, retention incentives for key sales talent, and integration of acquired teams into existing frameworks.
  • Conduct compensation benchmarking and gap analysis for acquired entities, developing transition plans that balance retention risk with cost considerations and internal equity.
  • Drive analysis on ad hoc research and various pay projects; bring a point of view, not just a spreadsheet.
  • Develop and advise on programs and training to educate HR, leaders, and managers on compensation programs, reinforcing the organization's compensation philosophy and culture.
  • Proactively identify plan effectiveness gaps and bring forward data-backed recommendations before problems escalate.

Qualifications
Required Qualifications
  • 10+ years of progressive compensation experience, with meaningful exposure to Sales incentive design and administration in a complex, matrixed environment.
  • Strong proficiency in Excel (pivot tables, lookups, statistical analysis, modeling).
  • Proven ability to serve as a strategic business partner and advisor to senior executive leaders - comfortable presenting to VP- and C-suite audiences.
  • Proven ability to translate data insights into recommendations that influence leadership decisions.
  • Strong consultative instincts - you ask the right questions, challenge assumptions respectfully, and build trust through expertise.
  • Resourceful and self-directed - able to navigate ambiguity and move work forward without waiting for perfect information.
  • Strong organizational and time management skills; proven ability to manage multiple priorities simultaneously.
  • Strong communication and stakeholder management skills, including the ability to simplify complex compensation concepts.
  • Bachelor's degree in Business, Finance, HR, Economics, or related field (or equivalent work experience).

Preferred Qualifications
  • Experience with Workday, compensation management systems, or BI tools.
  • Background in M&A integration from a compensation perspective.

Key Competencies
  • Analytical Rigor: Able to build models, interpret trends, and use data to solve business problems.
  • Influence & Partnership: Confident in working with senior leaders and cross-functional stakeholders.
  • Communication: Clear, concise, and compelling explanations.
  • Business Acumen: Understands how sales organizations work and how compensation affects behavior.
  • Continuous Improvement Mindset: Comfortable iterating and optimizing processes and programs.

JV20
For positions in this location, we offer a base pay of $173,200 - $303,100, plus equity (when applicable), variable/incentive compensation and benefits. Sales positions generally offer a competitive On Target Earnings (OTE) incentive compensation structure. Please note that the base pay shown is a guideline, and individual total compensation will vary based on factors such as qualifications, skill level, competencies, and work location. We also offer health plans, including flexible spending accounts, a 401(k) Plan with company match, ESPP, matching donations, a flexible time away plan and family leave programs. Compensation is based on the geographic location in which the role is located and is subject to change based on work location.
Additional Information
Work Personas
We approach our distributed world of work with flexibility and trust. Work personas (flexible, remote, or required in office) are categories that are assigned to ServiceNow employees depending on the nature of their work and their assigned work location. Learn more here. To determine eligibility for a work persona, ServiceNow may confirm the distance between your primary residence and the closest ServiceNow office using a third-party service.
Equal Opportunity Employer
ServiceNow is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex, sexual orientation, national origin or nationality, ancestry, age, disability, gender identity or expression, marital status, veteran status, or any other category protected by law. In addition, all qualified applicants with arrest or conviction records will be considered for employment in accordance with legal requirements.
Accommodations
We strive to create an accessible and inclusive experience for all candidates. If you require a reasonable accommodation to complete any part of the application process, or are unable to use this online application and need an alternative method to apply, please contact globaltalentss@servicenow.com for assistance.
Export Control Regulations
For positions requiring access to controlled technology subject to export control regulations, including the U.S. Export Administration Regulations (EAR), ServiceNow may be required to obtain export control approval from government authorities for certain individuals. All employment is contingent upon ServiceNow obtaining any export license or other approval that may be required by relevant export control authorities.
From Fortune. ©2025 Fortune Media IP Limited. All rights reserved. Used under license.
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About ServiceNow

Sourced by ZipRecruiter

At ServiceNow, our technology makes the world work for everyone, and our people make it possible. We move fast because the world can't wait, and we innovate in ways no one else can for our customers and communities. By joining ServiceNow, you are part of an ambitious team of change makers who have a restless curiosity and a drive for ingenuity. We know that your best work happens when you live your best life and share your unique talents, so we do everything we can to make that possible. We dream big together, supporting each other to make our individual and collective dreams come true. The future is ours, and it starts with you. With more than 7,400+ customers, we serve approximately 80% of the Fortune 500, and we're proud to be one of FORTUNE's 100 Best Companies to Work For® and World's Most Admired Companies® 2022.

Industry

It services

Company size

5,001 - 10,000 Employees

Headquarters location

Santa Clara, CA, US

Year founded

2004

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