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Sales Compensation Analyst Jobs (NOW HIRING)

Medline

Senior Sales Compensation Analyst

Northfield, IL · On-site

$85K - $128K/yr

Build understanding, analyze and evaluate the impact of the results within the parameters of the Sales Compensation department. * Train team members to maintain the integrity of key source documents ...

Medline

Sr Sales Compensation Analyst

Northfield, IL · On-site

$85K - $128K/yr

Build understanding, analyze and evaluate the impact of the results within the parameters of the Sales Compensation department. * Train team members to maintain the integrity of key source documents ...

Medline

Sr Sales Compensation Analyst

Northfield, IL · On-site

$85K - $128K/yr

Build understanding, analyze and evaluate the impact of the results within the parameters of the Sales Compensation department. Train team members to maintain the integrity of key source documents ...

Tines

Sales Compensation Analyst

QA calculations, maintain clear process documentation, and flag improvement opportunities to the team What you bring with you: * 3-5 years in sales compensation administration, sales operations, or a ...

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How much do sales compensation analyst jobs pay per hour?

As of Sep 2, 2026, the average hourly pay for sales compensation analyst in the United States is $38.05, according to ZipRecruiter salary data. Most workers in this role earn between $30.53 and $40.38 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.

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Sales Compensation Analyst jobs near you
Infographic showing various Sales Compensation Analyst job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 18% Part Time, and 4% Contract. Highlights an 89% Physical, 2% Hybrid, and 9% Remote job distribution, with an average salary of $79,134 per year, or $38 per hour.

Sales Compensation Analyst

Cantos Ventures

San Francisco, CA • On-site

$110 - $170/hr

Other

Medical, Dental, Vision, Retirement, PTO

Posted yesterday

New

Job description

About Scribe

Scribe is where exceptional people come to do the best work of their careers. More than 94% of the Fortune 500 use Scribe to own their specialized intelligence: the unique way their teams work, decide, and get things done. Our Specialized Intelligence platform automatically captures how work happens and turns it into a living asset that helps people and AI agents do their best work.

We're growing fast, since our founding in 2019, we've grown to 7 million users across 600,000 businesses. Based in San Francisco, we've been named a LinkedIn Top Startup, are valued at over $1 billion, and are backed by leading investors. Join us in our mission to transform how people do work.

About the Role

Scribe's sales compensation engine currently runs on one Director's knowledge of the system, and every commission cycle depends on it going right. We're hiring a Sales Compensation Analyst to take full ownership: the monthly close, quarterly commission calculations, plan design modeling, and attainment reporting across every plan (Expansion, Emerging, ENT, MM, SMB, BDR, and the hybrid plan). You'll report to the Director of GTM Operations and take over the existing calculation pipeline, running it solo within 90 days, ahead of the FY27 plan design cycle.

What You'll Do

  • Run quarterly commission calculation and statement production across all plans, including Expansion, Emerging, ENT, MM, SMB, BDR, and the hybrid plan

  • Own the monthly close: lock the model, validate the accounting summary, and submit to Finance on a fixed calendar

  • Lead clawback and addback review with Accounting, including the monthly outstanding-invoice pass

  • Scale the calculation automation so headcount growth never turns into manual rework

  • Partner with Finance and the CRO on comp plan design, modeling accelerators, multipliers, SPIFFs, and the shift toward net-revenue-retention metrics before they ship

  • Resolve escalations and disputes directly with reps, including the conversation when they disagree with their number

  • Own attainment and quota reporting as the team's trusted source, flagging who's off pace before managers ask

What We're Looking For

  • You've run a recurring, deadline-driven financial or comp process and treat the calendar as non-negotiable, not a suggestion

  • You build and maintain calculation models yourself rather than relying on someone else's spreadsheet math

  • You can sit across from a rep who disagrees with their commission number and work through it calmly and fairly

  • You've owned plan mechanics like accelerators, multipliers, and SPIFFs, and modeled a change before it went live

  • You catch the exception nobody flagged, and you don't let ambiguity turn into an error

  • You can absorb an existing, live system quickly and take it over without breaking what's already working

Nice to have

  • Experience with Salesforce or another CRM as the system of record for comp-relevant data

  • Familiarity with commission calculation or ICM tooling such as Xactly, CaptivateIQ, Spiff, or Google Sheets/Apps Script-based systems

  • Background in B2B SaaS running multiple concurrent plan types (AE, BDR, CSM)

This role is not for you if

  • You want strategy without operational execution — this is a live, deadline-driven process every month

  • You need every process fully documented on day one — part of the job is documenting exceptions that currently only exist in someone's head

  • You see a missed deadline as low stakes — accuracy and timeliness are the job

Location

Hybrid. Based in San Francisco. We work from the office 3 days per week.

Compensation

Salary varies by location. All full-time employees receive equity in Scribe. Final offers depend on experience and scope.

Benefits

  • Health, dental, and vision insurance for you and your dependents

  • Flexible paid time off and company holidays

  • 401(k)

  • Paid parental leave

  • Daily catered lunch (SF office)

  • Commuter benefits

  • Home office stipend

At Scribe, we celebrate our differences and are committed to creating a workplace where all employees feel supported and empowered to do their best work. Scribe is proud to be an Equal Opportunity Employer.

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