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Sales Compensation Consulting Jobs (NOW HIRING)

Sun Life Financial

Compensation Consultant

Portland, OR · Hybrid

Administer sales compensation processes, including guarantee management, eligibility tracking, plan ... consultative relationships over time. * Completion of or progress toward CCP designation is a plus.

DCI Consulting

Compensation Analyst - Remote

Washington, DC · Remote

$75K - $90K/yr

DCI Consulting Group is a leading Human Resources (HR) risk management and workforce analytics firm ... Familiarity with executive or sales compensation * Total rewards knowledge, particularly benefits ...

Sun Life Financial

Compensation Consultant

Portland, OR · Hybrid

Administer sales compensation processes, including guarantee management, eligibility tracking, plan ... consultative relationships over time. * Completion of or progress toward CCP designation is a plus.

Sun Life Financial

Compensation Consultant

Hartford, CT · Hybrid

Administer sales compensation processes, including guarantee management, eligibility tracking, plan ... consultative relationships over time. * Completion of or progress toward CCP designation is a plus.

Sun Life Financial

Compensation Consultant

Hartford, CT · Hybrid

Administer sales compensation processes, including guarantee management, eligibility tracking, plan ... consultative relationships over time. * Completion of or progress toward CCP designation is a plus.

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Sales Compensation Consulting information

See salary details

$22.5K

$81.6K

$154.5K

How much do sales compensation consulting jobs pay per year?

As of Jul 26, 2026, the average yearly pay for sales compensation consulting 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 is the difference between Sales Compensation Consulting vs Sales Compensation Analyst?

AspectSales Compensation ConsultingSales Compensation Analyst
CredentialsTypically requires experience in compensation design, HR, or consulting; certifications like CCP or CBP are commonOften requires a degree in HR, finance, or related fields; certifications like CCP are advantageous
Work EnvironmentConsultants work with multiple clients or internal teams, often in a project-based settingAnalysts usually work within a single company, focusing on data analysis and reporting
Employer & Industry UsageUsed by consulting firms, large corporations, and HR departmentsEmployed by corporations' HR or sales operations teams

While both roles focus on sales compensation, Sales Compensation Consulting involves advising organizations on designing and implementing compensation strategies, often across multiple clients or projects. In contrast, a Sales Compensation Analyst primarily analyzes data and manages compensation plans within a single organization. The roles differ mainly in scope, environment, and responsibilities, but share foundational knowledge of compensation principles.

What are the key skills and qualifications needed to thrive as a Sales Compensation Consultant, and why are they important?

To thrive as a Sales Compensation Consultant, you need expertise in compensation strategy, analytics, and a strong understanding of sales processes, often supported by a degree in business, finance, or HR. Familiarity with compensation management systems (like Xactly or SAP SuccessFactors), advanced Excel skills, and relevant certifications (such as CCP) are highly beneficial. Strong communication, problem-solving, and stakeholder management skills help consultants translate complex data into actionable plans and build trust with clients. These competencies are crucial for designing effective, compliant sales incentive programs that drive organizational performance and sales force motivation.

What is sales compensation consulting?

Sales compensation consulting is a specialized service that helps organizations design, implement, and manage effective compensation plans for their sales teams. Consultants analyze market data, company goals, and sales strategies to create incentive structures that motivate salespeople and drive desired business outcomes. They also ensure compensation plans are competitive, compliant, and aligned with the company's objectives, often providing ongoing support to adapt plans as business needs change.

What are some common challenges faced in Sales Compensation Consulting, and how can I prepare to address them?

Sales Compensation Consulting often involves balancing the needs of sales teams with organizational goals, which can be challenging when aligning incentive plans to drive desired behaviors. Navigating complex data analysis, changing market conditions, and differing stakeholder priorities are also frequent hurdles. To prepare, develop strong communication skills, stay updated on compensation trends, and gain proficiency with analytical tools. Collaborating closely with HR, finance, and sales leadership is key to designing effective, fair compensation models.
More about Sales Compensation Consulting jobs
What cities are hiring for Sales Compensation Consulting jobs? Cities with the most Sales Compensation Consulting job openings:
What states have the most Sales Compensation Consulting jobs? States with the most job openings for Sales Compensation Consulting jobs include:
What job categories do people searching Sales Compensation Consulting jobs look for? The top searched job categories for Sales Compensation Consulting jobs are:
Sales Compensation Consulting jobs near you
Infographic showing various Sales Compensation Consulting job openings in the United States as of July 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 $81,617 per year, or $39.2 per hour.
Compensation Analyst, Sr. Principal

Compensation Analyst, Sr. Principal

Blue Shield of California

Oakland, CA • On-site

$181K - $272K/yr

Full-time

Posted 12 days ago

Blue Shield Of California rating

8.4

Company rating: 8.4 out of 10

Based on 49 frontline employees who took The Breakroom Quiz

113th of 298 rated insurance

Job description


Your Role
The Ascendiun Compensation team provides leadership and guidance in the development and delivery of effective compensation strategies and policies that support the Ascendiun and subsidiary companies' goals and are in alignment with the values, philosophy, and strategic direction of each company. The Senior Principal, Compensation Consultant for Stellarus will report to the Senior Director, Compensation at Ascendiun and matrix report to the Senior Director, HR Business Partner for Stellarus.
In this role, you will focus on designing, building and delivering on Stellarus' compensation programs as well as providing counsel and recommendations to the business to ensure understanding and effective use of compensation programs. The role oversees all broad-based compensation programs and supports the executive and sales compensation programs.
Responsibilities
Your Work
  • Maintain a thorough understanding of Stellarus' strategic direction, ensuring alignment of business specific compensation programs and policies with established total rewards principles and objectives
  • Oversee and maintain accountability of the company's compensation plans, including governance, market intelligence and regular monitoring and validation to ensure plan outcomes are achieved
  • Manage and administer compensation activities including, but not limited to, benchmarking, new hire and promotional offer generation and robust documentation of incentive plan policies, practices and procedures, and administration
  • Execute and recommend improvements for compensation programs potentially including base pay, executive compensation, sales compensation, annual review, job architecture and short- and long-term incentive plans, along with the supporting systems
  • Conduct job evaluations to ensure that positions are evaluated against an established set of criteria, are leveled consistently across the organization and create a common job framework with strong documentation
  • Provide compensation consulting and support to Stellarus, which includes positions in the following job families: engineering, information technology, product management, sales, pharmacy, finance and legal
  • Implement competitive market pricing with a focus on for-profit, technology industry, new emerging capabilities and a national landscape
  • Ensures that our current programs reinforce behaviors that are critical to the company's success and keep employees engaged
  • Partner in the creation of effective compensation communications to ensure employees understand and value the company's Total Rewards suite of offerings
  • Oversee salary survey participation ensuring timely participation, analysis of survey results and availability of survey data
  • Advise and support Stellarus leadership on questions of policy and interpretation of plans by preparing analysis and reports while partnering internally with other subject matter experts
  • Enhance policies, practices and procedures consistent with compensation philosophy
  • Support annual and semi-annual compensation processes including year-end, pay equity and promotions

Qualifications
Your Knowledge and Experience
  • Requires a bachelor's degree or High School Diploma/GED and 4 years of additional relevant experience in lieu of a degree
  • Requires 12+ years of progressive experience in compensation management, preferably in a technology setting
  • Requires a strong understanding of compensation principles, incentive plan design, for-profit regulations, and technology industry benchmarks
  • Requires experience building or rebuilding compensation programs end-to-end across job families and national markets
  • Requires exceptional consulting and business partnering skills to partner with business leaders, understand desired outcomes, offer options and recommendations
  • Requires flexibility to distinguish between legal requirements and where programs can be adapted to company needs
  • Requires excellent analytical skills with the ability to interpret data, conduct market analyses, and make data-driven recommendations
  • Requires demonstrated leadership experience, with the ability to collaborate effectively across departments and influence decision-making at various levels of the organization, including senior management
  • Requires exceptional communication and presentation skills, with the ability to convey complex information in a clear and understandable manner. Ability to have difficult conversations
  • Requires proven ability to manage multiple projects simultaneously, prioritize effectively and deliver with operational excellence in a fast-paced environment
  • Requires expertise in Microsoft Excel and PowerPoint

Preferred
  • Master's degree or relevant certification (e.g., CCP, CECP)
  • Experience with for-profit start-up companies in the technology industry
  • Experience in the design and implementation of sales compensation programs
  • Experience in the design and implementation of executive compensation programs

About the Team
About Blue Shield of California and the Ascendiun Family of Companies
As of January 2025, Blue Shield of California became a subsidiary of Ascendiun. Ascendiun is a nonprofit corporate entity that is the parent to a family of organizations including Blue Shield of California and its subsidiary, Blue Shield of California Promise Health Plan; Altais, a clinical services company; and Stellarus, a company designed to scale healthcare solutions. Together, these organizations are referred to as the Ascendiun Family of Companies.
At Ascendiun, we believe in a brighter future for healthcare. As the parent to a family of four innovative healthcare companies, we're reimagining what's possible. Ascendiun is guided by the goal of transforming a dysfunctional American health care system into one worthy of our family and friends and sustainably affordable for everyone.
To achieve our mission, we foster an environment where all employees can thrive and contribute fully to address the needs of the various communities we serve. We are committed to creating and maintaining a supportive workplace that upholds our values and advances our goals.
Our Values:
  • Honest. We hold ourselves to the highest ethical and integrity standards. We build trust by doing what we say we're going to do and by acknowledging and correcting where we fall short.
  • Human. We strive to listen and communicate effectively, and showing empathy by understanding others' perspectives.
  • Courageous. We stand up for what we believe in and are committed to the hard work necessary to achieve our ambitious goals.

Our Workplace Model:
We believe in fostering a workplace environment that balances purposeful in-person collaboration with flexibility - providing clear expectations while respecting the diverse needs of our workforce. Our workplace model is designed around intentional in-person interaction, collaboration, connection, creativity and flexibility:
  • For most teams, this means coming into the office two days per week.
  • Employees living more than 50 miles from an office location, out of state employees, and employees in certain member-facing roles should work with their manager to determine in-office time based on business need.
  • For employees with medical conditions that may impact their ability to work in-office, we are committed to engaging in an interactive process and providing reasonable accommodations to ensure their work environment is conducive to their success and well-being.

The Company reserves the right to require more presence in the office based on business needs, and requirements are subject to change with periodic reviews.
Physical Requirements:
Office Environment - roles involving part to full time schedule in Office Environment. Based in our physical offices and work from home office/deskwork - Activity level: Sedentary, frequency most of work day.
Please click here for further physical requirement detail.
Equal Employment Opportunity:
External hires must pass a background check/drug screen. Qualified applicants with arrest records and/or conviction records will be considered for employment in a manner consistent with Federal, State and local laws, including but not limited to the San Francisco Fair Chance Ordinance. All qualified applicants will receive consideration for employment without regards to race, color, religion, sex, national origin, sexual orientation, gender identity, protected veteran status or disability status and any other classification protected by Federal, State and local laws.

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