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Sales Compensation Analyst Jobs in Minnesota (NOW HIRING)

Perforce

Director, Sales Compensation

Minneapolis, MN · On-site

The ideal candidate combines strong analytical and financial acumen with deep expertise in sales compensation design, incentive administration, quota planning, commission systems, and sales ...

Perforce

Director, Sales Compensation

Minneapolis, MN · On-site

The ideal candidate combines strong analytical and financial acumen with deep expertise in sales compensation design, incentive administration, quota planning, commission systems, and sales ...

Schwans

Senior Manager, Compensation

Hopkins, MN · On-site

$120K - $200K/yr

... sales compensation, recognition. * Lead annual compensation planning, job evaluation, market pricing, benchmarking, pay equity reviews, and workforce cost analyses to ensure market competitiveness ...

SCHWAN'S

Senior Manager, Compensation

Hopkins, MN · On-site

$120K - $200K/yr

... sales compensation, recognition. * Lead annual compensation planning, job evaluation, market pricing, benchmarking, pay equity reviews, and workforce cost analyses to ensure market competitiveness ...

TriNet

Workers Compensation Pricing Analyst

Minneapolis, MN · On-site +1

$69K - $118K/yr

... Sales and WC Pricing Team. A demonstrated commitment to high professional ethical standards and a diverse workplace Ability to adapt to a fast-paced, constantly-evolving business and work environment ...

TriNet

Workers Compensation Pricing Analyst

Minneapolis, MN · On-site +1

$69K - $118K/yr

... Sales and WC Pricing Team. A demonstrated commitment to high professional ethical standards and a diverse workplace Ability to adapt to a fast-paced, constantly-evolving business and work environment ...

Resideo

Director, Global Compensation

Golden Valley, MN · On-site

$130K - $178K/yr

Sales compensation programs (as applicable) * Recognition programs * Oversee annual compensation ... Lead compensation benchmarking, market analysis, annual labor market surveys, and external ...

Resideo

Director, Global Compensation

Golden Valley, MN · Hybrid

$130K - $178K/yr

Sales compensation programs (as applicable) * Recognition programs * Oversee annual compensation ... Lead compensation benchmarking, market analysis, annual labor market surveys, and external ...

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Sales Compensation Analyst information

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How much do sales compensation analyst jobs pay per hour?

As of Sep 4, 2026, the average hourly pay for sales compensation analyst in Minnesota is $37.26, according to ZipRecruiter salary data. Most workers in this role earn between $29.90 and $39.57 per hour, depending on experience, location, and employer.

What is a sales compensation analyst?

A Sales Compensation Analyst is a professional responsible for designing, analyzing, and administering sales compensation programs within an organization. They ensure that sales incentive plans are competitive, equitable, and aligned with business goals, often working closely with sales, finance, and human resources teams. Their duties include modeling compensation scenarios, tracking performance metrics, and ensuring compliance with company policies and legal regulations. By providing data-driven insights and recommendations, Sales Compensation Analysts help motivate sales teams and drive overall business performance.

What does a sales compensation analyst do?

A sales compensation analyst is responsible for researching and developing the proper salaries and benefits packages for jobs. They ensure that companies are paying their employees a competitive salary and offering good benefits packages. Job duties include researching market trends, predicting growth in salary ranges, and working with recruiters to establish competitive salary and commission rates. Market salary analysis takes into account several factors such as location, experience, industry, and specific job title.

What are the key skills and qualifications needed to thrive as a sales compensation analyst, and why are they important?

To thrive as a Sales Compensation Analyst, you need strong analytical skills, a solid understanding of compensation structures, and a background in finance, accounting, or business administration. Familiarity with compensation management software, Excel, and data visualization tools like Tableau is typically required, and certification such as CCP (Certified Compensation Professional) can be advantageous. Attention to detail, problem-solving abilities, and effective communication skills help you interpret data and collaborate with sales and HR teams. These skills ensure accurate compensation analysis, drive performance incentives, and support organizational goals by aligning sales compensation with business strategy.

How does a sales compensation analyst typically collaborate with sales and finance teams to ensure effective incentive plans?

As a Sales Compensation Analyst, you will work closely with both sales and finance teams to design, implement, and manage incentive plans that motivate sales performance while aligning with company financial goals. This involves analyzing sales data, gathering feedback from sales leadership, and ensuring that compensation plans are both competitive and compliant with company policies. Regular meetings and cross-functional communication are essential to gather insights, address concerns, and make data-driven adjustments to compensation structures. Successful analysts are proactive collaborators who translate complex data into actionable recommendations for both teams.

What is the difference between Sales Compensation Analyst vs Sales Operations Analyst?

AspectSales Compensation AnalystSales Operations Analyst
Primary FocusDesigning and managing sales incentive plans and compensation structuresSupporting sales processes, data analysis, and operational efficiency
Required SkillsCompensation modeling, analytics, Excel, CRM toolsSales process optimization, data management, reporting
Work EnvironmentFinance or HR departments within sales organizationsSales or operations teams across various industries
Common CertificationsCertified Compensation Professional (CCP), Excel certificationsCRM certifications, data analysis tools

While both roles support sales teams, the Sales Compensation Analyst primarily focuses on designing and managing sales incentive plans, ensuring fair and motivating compensation structures. In contrast, the Sales Operations Analyst handles broader sales process support, data analysis, and operational efficiency. Both roles require analytical skills and familiarity with sales data, but their core responsibilities differ significantly.

More about Sales Compensation Analyst jobs

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For Sales Compensation Analyst jobs in Minnesota, the most frequently searched job titles are:

What job categories do people searching Sales Compensation Analyst jobs in Minnesota look for?

The top searched job categories for Sales Compensation Analyst jobs in Minnesota are:

What are popular job titles related to Sales Compensation Analyst jobs in MN?

For Sales Compensation Analyst jobs in MN, the most frequently searched job titles are:

Sales Compensation Analyst jobs near you
Infographic showing various Sales Compensation Analyst job openings in Minnesota as of August 2026, with employment types broken down into 91% Full Time, and 9% Part Time. Highlights an 100% In-person job distribution, with an average salary of $77,504 per year, or $37.3 per hour.

Manager, Sales and Broad-Based Compensation (Global)

Automotivemastermind

Virginia, MN • On-site

$120 - $160/hr

Other

Re-posted 6 hours ago

Key responsibilities

  • Design and develop sales compensation plans aligned to business strategy and revenue goals

  • Deliver clear, comprehensive sales compensation plan documents and guidelines for stakeholders

  • Analyze sales compensation outcomes and pay practices, identifying trends and recommending plan design improvements

Job description

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 Responsibilities
  • Sales 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

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.

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