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Sales Compensation Manager Jobs in Washington (NOW HIRING)

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 ...

Brivo

Sales Operations Manager

Bethesda, MD

$110K - $120K/yr

This role is responsible for overseeing the sales process, managing the sales technology stack, analyzing performance data, designing and administering sales compensation plans, and providing ...

VB Spine

Senior Analyst, Sales Operations

Leesburg, VA · On-site +1

$70K - $85K/yr

Experience administering sales compensation programs and supporting territory management and quota planning. * Advanced proficiency in Microsoft Excel. * Experience with Power BI or a similar ...

lansing

Outside Sales

Falls Church, VA · On-site

... manage and track sales activity. * Familiarity with Building Materials, Construction, or Wholesale Territory Sales * College degree preferred but not required. Outside Sales Compensation Package:

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Sales Compensation Manager information

See Washington salary details

$31.1K

$85.9K

$161.4K

How much do sales compensation manager jobs pay per year?

As of Sep 1, 2026, the average yearly pay for sales compensation manager in Washington is $85,906.00, according to ZipRecruiter salary data. Most workers in this role earn between $51,000.00 and $109,300.00 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 popular job titles related to Sales Compensation Manager jobs in Washington?

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

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

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

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

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

Sales Compensation Manager jobs near you
Infographic showing various Sales Compensation Manager job openings in Washington as of August 2026, with employment types broken down into 84% Full Time, 9% Part Time, 2% Temporary, and 5% Contract. Highlights an 77% Physical, 2% Hybrid, and 21% Remote job distribution, with an average salary of $85,906 per year, or $41.3 per hour.

Compensation Practice Manager

Washington, DC • On-site

DCI Consulting Group
Human Resources Consulting Services • 11 - 50 employees
Learn more about DCI Consulting Groupexternal

$136K - $188K/yr

Full-time

Re-posted 22 days ago

Job description

Position: Compensation Practice Manager - Remote
Location: Remote
Division: Employment and Litigation Services (ELS)
Experience Level: Senior-level (minimum 8 years of experience)
About DCI:
DCI Consulting is a leading Human Resources (HR) risk management and workforce analytics firm that helps organizations solve their most complex human resource challenges through a data-driven, research-based approach.
Our experienced consultants partner with clients to address organizational needs holistically, utilizing best practices in human resources, industrial-organizational psychology, and labor economics to promote workplace equity and mitigate risk.
Our Clients:
DCI Consulting proudly serves a broad spectrum of clients across multiple sectors, including private sector employers, federal agencies and contractors, public sector organizations, non-profits, and national law firms.
Top Client Initiatives DCI Supports:
Employee selection procedure development and validation research, pay equity and other EEO analytics, compensation consulting, workplace compliance, nondiscrimination reporting, and litigation support as testifying and consulting experts.
About the Job:
DCI Consulting is seeking a Compensation Practice Manager to lead and grow our compensation consulting practice within the Employment & Litigation Support (ELS) Division. In this role, you will be responsible for building and scaling a high-performing team of compensation consultants and analysts, driving strategic client engagements, and partnering with our Business Development team to expand DCI's compensation service offerings.
This position is ideal for a seasoned compensation professional who has demonstrated experience building or growing a compensation practice and leading teams of subject matter experts across diverse industries and sectors.
Responsibilities:
  • Lead, mentor, and develop a team of compensation consultants and analysts at varying levels of experience, providing a clear direction on priorities, fostering a culture of coaching, continuous learning, and collaboration
  • Establish and maintain structured project and team management systems to ensure visibility, accountability, and timely delivery across all engagements.
  • Own the strategic direction, operations, and growth of DCI's compensation consulting practice
  • Oversee the delivery of complex compensation engagements, ensuring quality, accuracy, timeliness, and client satisfaction
  • Serve as a senior advisor to clients on compensation strategy, program design, job architecture, pay equity, and regulatory compliance (e.g., EEO, FLSA)
  • Develop and implement scalable compensation frameworks, methodologies, and governance models to support practice growth
  • Partner closely with DCI's Business Development team to identify and pursue new client opportunities, contribute to proposals, and represent the compensation practice in client-facing presentations and thought leadership
  • Build and maintain strong client relationships, serving as a trusted advisor and primary point of contact for key engagements
  • Conduct and oversee advanced market analysis and compensation modeling to support strategic client recommendations
  • Review and approve client deliverables, ensuring clarity, accuracy, and alignment with client goals and DCI standards
  • Support DCI's growing EU Pay Transparency work by contributing subject matter expertise, assisting in the development of client service offerings, and staying current on evolving EU PT requirements and implementation timelines.
  • Collaborate with other ELS Division leaders to align compensation services with broader HR consulting initiatives and firm strategy
  • Contribute to DCI's external profile through white papers, speaking engagements, webinars, and other thought leadership activities

Required Skills and Qualifications:
  • Bachelor's degree in HR, Business, Economics, or related field; Master's degree and/or CCP certification strongly preferred
  • Minimum 8 years of experience in compensation consulting, or a related field, including at least 5 years in an HR consulting or professional services environment and at least 3 years in a practice leadership or people management role
  • Demonstrated experience in international compensation consulting
  • Demonstrated experience building, scaling, or leading a compensation practice or consulting team
  • Deep expertise in compensation fundamentals including job evaluation, market benchmarking, salary structure design, and incentive program design
  • Proven ability to partner with business development or sales functions to drive revenue growth, write proposals, and win new client engagements
  • Strong leadership and coaching skills, with demonstrated ability to set clear priorities, develop professionals at multiple levels, and foster accountability
  • Advanced data analysis skills, including Excel and statistical tools
  • Exceptional written and verbal communication skills, with the ability to influence and present to C-suite and senior HR leaders
  • Experience managing multiple complex client engagements simultaneously with a high degree of autonomy and accountability
  • Demonstrated ability to establish and manage structured project and team management systems in a remote environment
  • Ability to thrive in a remote, fast-paced consulting environment while providing strategic direction and maintaining operational excellence

Preferred Experience:
  • Familiarity with compensation practices, including at least two of the following list: public sector, nonprofit, private sector, and/or higher education settings
  • Experience with executive, sales, or international compensation
  • Experience using major compensation data platforms (e.g., Radford, Mercer, Payscale, MarketPay)
  • Familiarity with EU Pay Transparency directive requirements, including pay reporting obligations, job evaluation frameworks, and gender pay gap disclosure standards

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