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Sales Compensation Manager Jobs in Indiana (NOW HIRING)

Amcor plc

Compensation Manager

Evansville, IN · On-site

Manage the annual incentive design and implementation of the sales and non-sales short-term ... Leverage compensation analytics, benchmarking data, and emerging industry trends to recommend and ...

Amcor

Compensation Manager

Evansville, IN · On-site

Manage the annual incentive design and implementation of the sales and non-sales short-term ... Leverage compensation analytics, benchmarking data, and emerging industry trends to recommend and ...

InPwr Inc

Compensation & Benefits Manager

Indianapolis, IN

$76K - $102K/yr

Sales Compensation Own sales commission plan design, administration, audits, documentation, and ... Financial Management Partner with the CHRO to manage annual benefit and compensation budgets ...

InPwr, Inc.

Compensation & Benefits Manager

Indianapolis, IN · On-site

$76K - $102K/yr

Sales Compensation • Own sales commission plan design, administration, audits, documentation, and ... Financial Management • Partner with the CHRO to manage annual benefit and compensation budgets ...

InPwr

Compensation & Benefits Manager

Indianapolis, IN · On-site

Sales Compensation * Own sales commission plan design, administration, audits, documentation, and ... Manage open enrollment, vendor relationships, employee communications, eligibility, compliance, and ...

Salesforce, Inc.

Manager, Accounting

Indianapolis, IN · On-site +1

Collaborate cross functionally with members of the Sales Compensation and Finance & Strategy teams ... Prior management experience within an accounting role * Experience with Workday Finance, Oracle or ...

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All JobsSales Compensation JobsSales Compensation Manager JobsSales Compensation Manager Jobs in Indiana

Sales Compensation Manager information

See Indiana salary details

$26.2K

$72.2K

$135.6K

How much do sales compensation manager jobs pay per year?

As of Aug 21, 2026, the average yearly pay for sales compensation manager in Indiana is $72,174.00, according to ZipRecruiter salary data. Most workers in this role earn between $42,800.00 and $91,800.00 per year, depending on experience, location, and employer.

What does a sales compensation manager do?

A Sales Compensation Manager is responsible for designing, implementing, and managing compensation programs for sales teams to ensure they are motivated and rewarded for achieving business objectives. They analyze sales data, set commission structures, and ensure compensation plans are aligned with company goals and industry standards. Additionally, they collaborate with HR, finance, and sales leaders to develop fair and competitive incentive plans, monitor plan effectiveness, and make adjustments as needed.

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

To thrive as a Sales Compensation Manager, you need expertise in compensation strategy, data analysis, and a strong understanding of sales processes, often supported by a bachelor's degree in business, finance, or a related field. Familiarity with compensation management software, HRIS platforms, and advanced Excel skills or experience with analytics tools is typically required. Exceptional communication, problem-solving, and stakeholder management skills help you collaborate effectively and address the needs of both sales leadership and HR teams. These abilities ensure compensation plans drive sales performance, support organizational goals, and maintain employee motivation and compliance.

What are some common challenges faced by sales compensation managers and how can they be addressed?

Sales Compensation Managers often encounter challenges such as ensuring compensation plans are both motivating for sales teams and aligned with company goals. Balancing fairness, transparency, and budget constraints can be complex, especially when market dynamics or organizational objectives shift. Proactive communication with stakeholders, regular plan reviews, and leveraging data analytics to measure plan effectiveness are key strategies for overcoming these challenges. Additionally, collaborating closely with HR, finance, and sales leadership helps ensure plans remain competitive and compliant.

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

AspectSales Compensation ManagerSales Operations Manager
Primary FocusDesigning and managing sales incentive plansOverseeing sales processes and operations
Required SkillsCompensation design, analytics, sales strategyProcess optimization, CRM management, reporting
Work EnvironmentCollaborates with sales and HR teamsCoordinates across sales, marketing, and finance
Common CertificationsSPHR, CCP, or similarCRM certifications, project management

The Sales Compensation Manager primarily focuses on developing and managing sales incentive plans to motivate sales teams, while the Sales Operations Manager oversees the broader sales processes and operational efficiency. Both roles require analytical skills and collaboration but differ in their core responsibilities and skill sets.

What are the most commonly searched types of Sales Compensation jobs in Indiana?

The most popular types of Sales Compensation jobs in Indiana are:

What are popular job titles related to Sales Compensation Manager jobs in Indiana?

For Sales Compensation Manager jobs in Indiana, the most frequently searched job titles are:

What job categories do people searching Sales Compensation Manager jobs in Indiana look for?

The top searched job categories for Sales Compensation Manager jobs in Indiana are:

What cities in Indiana are hiring for Sales Compensation Manager jobs?

Cities in Indiana with the most Sales Compensation Manager job openings:

Sales Compensation Manager jobs near you
Infographic showing various Sales Compensation Manager job openings in Indiana as of August 2026, with employment types broken down into 85% Full Time, 13% Part Time, and 2% Contract. Highlights an 83% Physical, 2% Hybrid, and 15% Remote job distribution, with an average salary of $72,174 per year, or $34.7 per hour.

Compensation Manager

Amcor plc

Evansville, IN • On-site

Full-time

Medical, Dental, Vision, Life, Retirement

Posted 18 days ago

Job description

Accelerate the possible by joining a winning Amcor team that's transforming the packaging industry and improving lives around the world.
At Amcor, we unpack possibility through our innovative and responsible packaging to provide solutions that benefit our customers, our people and our planet. More than 10,000 consumers worldwide encounter our products every second and rely on us for safe access to food, medicine and other goods. We value their trust by making safety our guiding principle. It's our core value and integral to how we do business.
Beyond this core principle, our shared values and behaviors unite us as we work together to elevate customers, shape lives and protect the future. We champion our customers and help them succeed. We play to win - adapting quickly in an everchanging world - and make smart choices to safeguard our business, our communities and the people we serve for generations to come. And we invest in our world-class team, empowering our colleagues to unpack their potential, because we believe when our people grow, so does our business.
To learn more about playing for Team Amcor, visit www.amcor.com I LinkedIn I Glassdoor I Facebook I YouTube
Job Description
About The Role
The Compensation Manager manages high impact compensation programs, which include short-term incentives, job evaluations, compliance, and key compensation projects. This position works closely with the Director of Compensation to support the development and execution of the compensation strategy. This role collaborates closely with HR and leadership teams on organizational structures, and competitive & equitable pay across the organization.
Key Job Accountabilities
  • Manage the annual incentive design and implementation of the sales and non-sales short-term incentive programs to ensure incentives attract and retain key talent, align with organizational priorities, and foster a high-performance work environment.
  • Responsible for the administration of short-term incentive programs, to include executing the annual payout process, program documentation and communication strategies, data audits, and working with HR Partners to ensure proper employee participation.
  • Leverage compensation analytics, benchmarking data, and emerging industry trends to recommend and implement compensation strategies.
  • Identify process efficiencies, develop & maintain positive stakeholder relationships, and present information to diverse audiences.
  • Lead the implementation of the Pay-for-Skill program for applicable sites.
  • Partner with Global Remuneration Network contacts on compensation related topics and projects across Business Groups.
  • Support the annual merit planning process which includes preparing communications, providing strategic guidance to salary planners through the process, system testing, and preparing/leading training as needed.
  • Evaluate jobs utilizing the Hay Job Evaluation method for accuracy and consistency in grade, title, and FLSA status; works with managers and HR Partners regarding clarifications and discrepancies; responsible for ad-hoc, functional, and full market analysis; makes recommendations to HR Partners.
  • Conduct annual hourly compensation benchmarking for AFNA plant locations in partnership with site HR leadership.
  • Participate in regional and national compensation surveys and utilize data results to ensure competitive positioning within manufacturing sector.
  • Manage the Equity Management Incentive Plan (EMIP) and Long Term Incentive Plan (LTIP) tax reporting process for eligible participants as shares vest, including coordination with Payroll team to ensure compliance.
  • Stay abreast of FLSA and evolving federal/state/local pay regulations.
  • Mentors Compensation Analyst team members.
  • Manage compensation related projects, as assigned.

Qualifications/Requirements
  • Bachelor's degree is required, focus on Human Resources preferred
  • 5+ years of compensation experience
  • 3+ years of Human Resources experience within the manufacturing industry preferred
  • Certified Compensation Professional (CCP) is desirable
  • Experience with Workday System a definite plus
  • Experience with compensation philosophies and methodologies; Hay Compensation methodology is desirable.
  • Regular attendance
  • Frequent interaction with others

#LI-Onsite
Our Expectations
We expect our people to be guided by The Amcor Way and demonstrate our Values every day to enable the business to win. We are winning when:
  • Our people are engaged and developing as part of a high-performing Amcor team
  • Our customers grow and prosper from Amcor's quality, service, and innovation
  • Our investors benefit from Amcor's consistent growth and superior returns
  • The environment is better off because of Amcor's leadership and products

Equal Opportunity Employer/Minorities/Females/Disabled/Veterans/Sexual Orientation/Gender Identity
Amcor is an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law.
If you would like more information about your EEO rights as an applicant under the law, please click on the "Know Your Rights: Workplace Discrimination is Illegal" Poster. If, because of a medical condition or disability, you need a reasonable accommodation for any part of the employment process, please call 224-313-7000 and let us know the nature of your request and your contact information.
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Compensation
The starting salary for this position is expected to be between $98 000 to $122 500; however, base pay offered may vary within the full salary range $98 000 to $147 000 depending on job-related knowledge, skills, and experience. Base pay information is based on national averages and a geographic differential may be applied based on work location. Position may also be eligible for Amcor's Management Incentive Plan / Sales Incentive Plan, which is an annual bonus program based on business and individual performance, as well as medical coverage and other health and welfare benefits.The salary range provided reflects the anticipated base pay for this role at the time of this posting. This range is applicable to positions performed in jurisdictions with pay transparency requirements, including CA, CO, CT, HI, IL, MD, MA, MN, NV, NJ, NY, RI, VT, WA, Washington DC, as well as remote roles that may be performed in these locations. Compensation for roles performed outside of these jurisdictions may vary. The Company reserves the right to modify this range at any time.
Benefits
When you join Amcor, you will have access to a comprehensive benefits and compensation package that includes:
  • Medical, dental and vision plans
  • Flexible time off, starting at 80 hours paid time per year for full-time salaried employees
  • Company-paid holidays starting at 8 days per year and may vary by location
  • Wellbeing program & Employee Assistance Program
  • Health Savings Account/Flexible Spending Account
  • Life insurance, AD&D, short-term & long-term disability, and voluntary benefits
  • Paid Parental Leave
  • Retirement Savings Plan with company match
  • Tuition Reimbursement (dependent upon approval)
  • Discretionary annual bonus program (initial eligibility dependent upon hire date)

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