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Remote Sales Compensation Jobs (NOW HIRING)

Engine

Director - Sales Compensation

$177K - $245K/yr

... compensation plans for sellers across all GTM channels , ensuring Engine stays ahead in the ... Whether you are in one of our amazing offices or fully remote, we'll make sure you have what you ...

Collibra

Senior Manager, Sales Compensation

$140K - $175K/yr

This is a remote role. Senior Manager, Sales Compensation at Collibra are responsible for * Plan Design & Strategy: Partner with the revenue operations team and executive leadership to help design ...

Figma

Compensation Partner

San Francisco, CA · On-site +1

... Sales leaders, able to translate business strategy into market-competitive compensation programs. This is a full-time role that can be based in one of our US hubs or remote within the US. We have a ...

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How much do remote sales compensation jobs pay per year?

As of Jun 5, 2026, the average yearly pay for remote sales compensation in the United States is $81,617.00, according to ZipRecruiter salary data. Most workers in this role earn between $53,000.00 and $96,500.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive in Remote Sales Compensation roles, and why are they important?

To excel in Remote Sales Compensation, you need a solid understanding of sales operations, compensation plan design, and data analysis, often supported by a degree in business, finance, or a related field. Experience with sales performance management (SPM) software, Excel, and possibly certifications like WorldatWork’s CCP are highly valued. Strong attention to detail, communication skills, and the ability to work autonomously make candidates stand out in remote environments. These competencies ensure accurate compensation administration, motivate sales teams, and maintain compliance—crucial for driving sales performance and organizational success.

What is remote sales compensation?

Remote sales compensation refers to the pay structure and incentives designed for sales professionals who work remotely, outside of a traditional office environment. This typically includes a base salary, commissions, bonuses, and sometimes additional perks tailored for remote roles. The compensation plan aims to motivate remote sales staff to meet or exceed sales targets while addressing the unique challenges and opportunities of working from home. Companies often use performance metrics, sales quotas, and regular reviews to ensure fair and effective compensation. Remote sales compensation packages can vary by industry, company size, and the specific role within the sales team.

What is the difference between Remote Sales Compensation vs Remote Inside Sales Representative?

AspectRemote Sales CompensationRemote Inside Sales Representative
CredentialsSales experience, sometimes certifications like Certified Professional Sales Person (CPSP)Sales experience, often similar certifications
Work EnvironmentCompensation structure based on sales performance, commissions, bonusesSales activities conducted remotely, targets for client acquisition
Industry UsageUsed across various industries for sales roles with performance-based payCommonly used for roles focused on inbound/outbound sales remotely

Remote Sales Compensation refers to the pay structure for sales roles working remotely, emphasizing commissions and bonuses. Remote Inside Sales Representative describes a specific role focused on remote sales activities. While both involve remote work and sales skills, Remote Sales Compensation is about how salespeople are paid, whereas Remote Inside Sales Representative is about the job function.

How does a Remote Sales Compensation professional typically collaborate with sales and finance teams to ensure accurate commission payouts?

Remote Sales Compensation professionals work closely with both sales and finance teams to verify sales data, interpret incentive plans, and process commission calculations. Regular communication is essential, often through virtual meetings and shared documentation platforms, to resolve discrepancies and maintain transparency. They may also be involved in updating compensation models and providing timely support to sales staff regarding payout queries, ensuring accuracy and trust in the compensation process.

What is the highest paying remote sales job?

The highest paying remote sales jobs are typically executive-level roles such as Vice President of Sales or Chief Revenue Officer, with total compensation often exceeding $200,000 annually including base salary, commissions, and bonuses. These positions require extensive experience, strong leadership skills, and often involve managing large teams or strategic accounts.
More about Remote Sales Compensation jobs
What cities are hiring for Remote Sales Compensation jobs? Cities with the most Remote Sales Compensation job openings:
What are the most commonly searched types of Sales Compensation jobs? The most popular types of Sales Compensation jobs are:
What states have the most Remote Sales Compensation jobs? States with the most job openings for Remote Sales Compensation jobs include:
What job categories do people searching Remote Sales Compensation jobs look for? The top searched job categories for Remote Sales Compensation jobs are:
Remote Sales Compensation jobs near you

Compensation Specialist - Remote

millenniumsoft

San Diego, CA • On-site, Remote

Full-time

Posted 23 days ago

Job description

Position : Compensation Specialist - Remote
Location : San Diego, CA
Duration : 4 Months
Total Hours/week : 40.00
1st shift
Client: Medical Device Company
Job Category: Accounting/Finance
Level Of Experience: Mid-Level
Employment Type: Contract on W2 (Need US Citizens or GC Holders Only)
Shift Timings: M-Friday 8-5PM PST w/some flexibility
Note:
Remote (any time zone)
3 must haves on the resumes:
  • Advanced excel skills (lookups, pivot tables at a minimum)
  • Detail oriented
  • Good customer service skills for internal stakeholders/Articulate and able to explain calculations

Job Description:
  • Reporting to the Sr Manager- Incentive Compensation, the main function of Analyst, IC Administration is to timely and accurately process sales incentives for the various sales team across US Region.
  • This includes administering compensation plans and creating/updating logic in the Xactly Incent compensation system, working with business partners to obtain crucial data for processing, diligently working with HR to meet deadlines and track new hires/terms, generating revenue reports through reporting tools such as QlikView necessary for monthly processing, working with complex formulas in Excel, and providing excellent service by resolving/researching rep's inquiries in a timely manner.

Essential Responsibilities:
  • Calculate sales commissions according to sales compensation plans and policies, ensuring commission and bonus calculations are done accurately and in a timely manner.
  • Update sales compensation system with actual sales results, individual quotas, employee information, and compensation plan information.
  • Answer and resolve commission questions and issues from their assigned Sales team.
  • Provide support and ad hoc reports for senior team members.
  • Build and maintain annual compensation plan models within the Xactly Incent compensation system.
  • Validating sales data for accuracy and consistency with the Compensation Program guidelines, as defined in the annual planning process and the Comp Plan T&Cs.
  • Assisting with the distribution of individual Compensation Plans and collection of their plan agreements

Qualifications Required:
  • Bachelor's degree required.
  • 3-5 years' experience in FP&A, commissions, accounting, or sales operations
  • Advanced proficiency in Microsoft Excel is required.
  • Knowledge of or willingness to learn Xactly Incent, and ability to leverage the platform for business needs.
  • Strong verbal and written communication skills. Must have strong presentation ability.
  • Excellent organizational ability and time management skills.
  • Strong attention to detail to ensure accuracy and integrity of monthly incentives.
  • Must be able to adapt to occasional flexible work schedule due to necessary deadlines and ad hoc reporting requirements.
  • Ability to think independently and challenge status quo for the benefit of the business.
  • Gain and maintain a thorough understanding of compensation plans, source data and related business contacts.
  • Collect, organize and input required components within Xactly Incent to calculate variable compensation.
  • Provide timely research and superior customer service related to compensation disputes initiated by the various levels of the Selling organization

Key Competencies
  • Analytical Thinking
  • Business Process Management
  • Consultation
  • Operational Excellence
  • Strategic Thinking
  • Change Leadership
  • Results Orientation
  • Personal Courage
  • Self- Awareness

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