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Sales Compensation Manager Jobs in Minnesota (NOW HIRING)

Perforce

Director, Sales Compensation

Minneapolis, MN · On-site

$176K - $227K/yr

Manage the company's sales compensation strategy, policies, and governance framework. * Evaluate compensation effectiveness and recommend incentive plan improvements to drive productivity and ...

Socket.dev

Director, Sales Compensation

Minneapolis, MN · On-site

$180 - $260/hr

Manage the company's sales compensation strategy, policies, and governance framework. * Evaluate compensation effectiveness and recommend incentive plan improvements to drive productivity and ...

Perforce

Director, Sales Compensation

Minneapolis, MN · On-site

Manage the company's sales compensation strategy, policies, and governance framework. * Evaluate compensation effectiveness and recommend incentive plan improvements to drive productivity and ...

Perforce

Director, Sales Compensation

Minneapolis, MN · On-site

Manage the company's sales compensation strategy, policies, and governance framework. * Evaluate compensation effectiveness and recommend incentive plan improvements to drive productivity and ...

Schwans

Senior Manager, Compensation

Hopkins, MN · On-site

$120K - $200K/yr

The Senior Manager, Compensation is responsible for the design, implementation, administration, and communication of compensation programs including base pay, annual incentives, sales compensation ...

SCHWAN'S

Senior Manager, Compensation

Hopkins, MN

$120K - $200K/yr

The Senior Manager, Compensation is responsible for the design, implementation, administration, and communication of compensation programs including base pay, annual incentives, sales compensation ...

Resideo

Director, Global Compensation

Golden Valley, MN · On-site

$130K - $178K/yr

Sales compensation programs (as applicable) * Recognition programs * Oversee annual compensation ... Own employee and manager education related to compensation programs, including compensation ...

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All JobsSales Compensation JobsSales Compensation Manager JobsSales Compensation Manager Jobs in Minnesota

Sales Compensation Manager information

See Minnesota salary details

$26.9K

$74.3K

$139.6K

How much do sales compensation manager jobs pay per year?

As of Sep 3, 2026, the average yearly pay for sales compensation manager in Minnesota is $74,287.00, according to ZipRecruiter salary data. Most workers in this role earn between $44,100.00 and $94,500.00 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 Minnesota?

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

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

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

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

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

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

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

Sales Compensation Manager jobs near you
Infographic showing various Sales Compensation Manager job openings in Minnesota as of August 2026, with employment types broken down into 85% Full Time, 12% Part Time, 2% Contract, and 1% Nights. Highlights an 81% Physical, 2% Hybrid, and 17% Remote job distribution, with an average salary of $74,287 per year, or $35.7 per hour.

Director, Sales Compensation

Perforce

Minneapolis, MN • On-site

$176K - $227K/yr

Full-time

Medical, Dental, Vision, Life, Retirement

This job post has expired today. Applications are no longer accepted.

Job description

Perforce is a community of collaborative experts, problem solvers, and possibility seekers who believe work should be both challenging and fun. We are proud to inspire creativity, foster belonging, support collaboration, and encourage wellness. At Perforce, you’ll work with and learn from some of the best and brightest in business. Before you know it, you’ll be in the middle of a rewarding career at a company headed in one direction: upward.  
  
With a global footprint spanning more than 80 countries and including over 75% of the Fortune 100, Perforce Software, Inc. is trusted by the world’s leading brands to deliver solutions for the toughest challenges. The best run DevOps teams in the world choose Perforce.  

Position Summary 

The Director of Sales Compensation & Commissions is responsible for the execution of the strategy, design, administration, governance, and continuous improvement of the company's global field compensation programs. This leader partners closely with Sales, Sales Operations, Finance, HR, Legal, and Executive Leadership to develop compensation plans that drive business growth, reward desired sales behaviors, and ensure accurate, timely commission payments. 

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

Key Responsibilities:

Sales Compensation Strategy & Design:

  • Manage the company's sales compensation strategy, policies, and governance framework. 
  • Evaluate compensation effectiveness and recommend incentive plan improvements to drive productivity and retention. 
  • Develop incentive models that support strategic initiatives, product launches, and go-to-market transformations. 

Commissions Administration:

  • Own end-to-end commission processing and incentive compensation operations. 
  • Ensure accurate and timely calculation, validation, approval, and payment of commissions. 
  • Establish controls and audit processes to ensure data integrity and compliance. 
  • Partner with Payroll and Finance to support monthly, quarterly, and annual commission cycles. 
  • Resolve escalated commission disputes and payment inquiries. 

Sales Operations Partnership:

  • Partner with Sales Operations and Finance teams on quota deployment and compensation modeling. 
  • Analyze sales performance against quotas and incentive goals. 
  • Assess the financial impact of compensation plan changes and business scenarios. 
  • Support forecasting and planning activities with compensation-related analytics. 
  • Ensure alignment between compensation plans, sales processes, and business objectives. 

Systems, Data & Reporting:

  • Own and optimize incentive compensation management (ICM): CaptivateIQ 
  • Develop dashboards and executive reporting related to bookings attainment, compensation expense, quota achievement, and plan effectiveness. 
  • Lead commission automation initiatives and process improvements. 
  • Ensure accurate integration of CRM, payroll and compensation systems. 

Governance & Compliance:

  • Establish and maintain compensation plan documentation, policies, and procedures. 
  • Partner with Legal, Finance, HR, and Compliance teams to ensure adherence to regulatory and company requirements. 
  • Manage compensation audits and support financial reporting related to commission expenses. 
  • Ensure compensation plans are fair, scalable, and compliant across multiple geographies. 

Leadership & Team Management: 

  • Lead and develop a team responsible for compensation design, commission administration, and analytics. 
  • Establish performance metrics, career development plans, and operating rhythms for the team. 
  • Act as the executive subject matter expert for sales compensation across the organization. 
  • Present recommendations and performance insights to executive leadership. 
Qualifications:

Required: 

  • Bachelor's degree in Finance, Accounting, Business, Economics, Mathematics, or related field. 
  • 8+ years of progressive experience in sales compensation, sales operations, revenue operations, finance, or commission administration. 
  • 3+ years of people leadership experience. 
  • Deep understanding of sales compensation design principles, quota methodologies, and commission calculations. 
  • Experience administering compensation programs for software, technology  businesses. Experience with on premise, private subscription, SaaS and usage-based a big plus. 
  • Advanced analytical and financial modeling skills. 
  • Strong experience with Salesforce and compensation management platforms. 
  • Proven ability to influence senior sales and business leaders. 

Preferred: 

  • Experience supporting global sales organizations. 
  • Knowledge of ASC 606 and sales commission accounting practices. 
  • Experience with recurring revenue, SaaS metrics, and customer lifecycle compensation models. 

Key Competencies:

  • Project Management 
  • Attention to Detail 
  • Strategic Thinking 
  • Executive Communication 
  • Financial Acumen 
  • Analytical Problem Solving 
  • Process Optimization 
  • Data-Driven Decision Making 
  • Change Management 
  • Cross-Functional Leadership 
  • Success Metrics 
  • 100% accurate and timely commission payments.
  •  Achievement of sales productivity and incentive plan objectives. 
  • Reduced commission disputes and payment escalations. 
  • Increased automation and operational efficiency. 
  • Executive confidence in compensation forecasting and reporting. 
  • Scalable compensation programs that support company growth and evolving go-to-market strategies. 
AI Fluency:
Level 1: Basic AI User (Foundation) - Uses approved AI tools to support daily work, writes basic prompts, and reviews outputs for accuracy while following security, privacy, and Responsible AI guidelines. 
This position is eligible  for our Annual Bonus Plan. 
Additionally, this position is eligible for benefits including, but not limited to, medical, dental, vision, retirement benefits, life insurance, wellness programs, total time off, and other employee perks that may be offered by Perforce from time to time. The actual offer will depend on a number of factors including, but not limited to, a candidate’s education, skills, qualifications, depth of experience and other relevant business considerations. Perforce reserves the right to amend or modify employee perks and benefits at any time. 
 

All employees are expected to demonstrate AI fluency appropriate to their role and level, including responsible use of AI tools, sound judgment, and adherence to company AI governance and security policy standards.

Come work with us! Our team members are valued for their contributions, introduced to new opportunities, and rewarded well. Perforce combines the experience and rewards of a start-up with the security of an established and privately held profitable company.
 
If you are passionate about the technology that impacts our day-to-day lives and want to work with talented and dedicated people across the globe, apply today!
 
www.perforce.com
 
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