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Sales Compensation Jobs in Wisconsin (NOW HIRING)

ManpowerGroup

Compensation Specialist

Milwaukee, WI · On-site

This may include, but is not limited to organizational design, job design, job evaluation, performance management, sales compensation, executive compensation, salary planning, incentive compensation ...

Manpower Group

Compensation Specialist

Milwaukee, WI · On-site

This may include, but is not limited to organizational design, job design, job evaluation, performance management, sales compensation, executive compensation, salary planning, incentive compensation ...

Manpower

Compensation Specialist

Milwaukee, WI · On-site

This may include, but is not limited to organizational design, job design, job evaluation, performance management, sales compensation, executive compensation, salary planning, incentive compensation ...

Sentry Insurance

Retirement Plan Analyst

Madison, WI · Hybrid

In this position, you will provide technical knowledge and support during the sales of 401(k) ... compensation. Below are some benefits and perks that you'll receive. * Sentry is happy to offer ...

LPi

Territory Sales Representative

Milwaukee, WI · Remote

$42 - $65/hr

Territory Sales * Compensation: Base salary $42,250 + uncapped commission (typical first‑year earnings $60,000-$65,000 * Most established representatives earn $85,000 annually. In high ‑ ...

Revere Electric Supply Co

Inside Sales Rep

Madison, WI · On-site

For eligible positions, compensation may include participation in an incentive or sales compensation plan paid according to achievement against sales targets and/or business objectives. In addition ...

Revere Electric Supply Co

Inside Sales Rep

Madison, WI · On-site

For eligible positions, compensation may include participation in an incentive or sales compensation plan paid according to achievement against sales targets and/or business objectives. In addition ...

4LPI

Territory Sales Representative

Milwaukee, WI · On-site

$100K/yr

Compensation: Base salary $42,250 + uncapped commission (typical first-year earnings $60,000-$65,000 * Most established representatives earn $85,000 annually. In high - performing territories, top ...

Amcor

Compensation Manager

Oshkosh, WI

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 ...

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Showing results 1-20

All JobsSales Compensation JobsSales Compensation Jobs in Wisconsin

Sales Compensation information

See Wisconsin salary details

$22.7K

$82.4K

$155.9K

How much do sales compensation jobs pay per year?

As of Aug 26, 2026, the average yearly pay for sales compensation in Wisconsin is $82,380.00, according to ZipRecruiter salary data. Most workers in this role earn between $53,500.00 and $97,400.00 per year, depending on experience, location, and employer.

What is a sales compensation?

A Sales Compensation job involves designing, implementing, and managing incentive programs that drive sales performance. Professionals in this role analyze sales data, create commission structures, and ensure that compensation plans align with business objectives. They collaborate with finance, HR, and sales teams to optimize incentive strategies. Their goal is to motivate sales teams while maintaining cost-effectiveness and fairness in compensation.

What are the typical daily responsibilities of a sales compensation professional?

A Sales Compensation professional is responsible for designing, implementing, and administering sales incentive plans, which includes calculating commissions and bonuses, analyzing data to ensure accuracy, and generating regular reports for leadership. They often collaborate with sales management, finance, and HR to address policy questions, resolve disputes, and update compensation structures as needed. Day-to-day tasks may also involve auditing compensation data, managing sales compensation software, and conducting market research to keep incentive plans competitive. This role is critical to ensuring that sales teams are motivated, compensation is accurate, and company objectives are met.

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

To thrive in Sales Compensation, you need strong analytical abilities, attention to detail, proficiency in data management, and often a degree in finance, business, or a related field. Familiarity with sales compensation software (such as Xactly, Varicent, or SAP), advanced Excel skills, and sometimes certification in compensation management or HR are valuable. Excellent problem-solving, communication, and collaboration skills help professionals excel when partnering across sales, HR, and finance teams. These skills are crucial to ensure accuracy in commission calculations, maintain fair incentive structures, and support sales performance objectives.

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

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

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

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

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

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

Sales Compensation jobs near you
Infographic showing various Sales Compensation job openings in Wisconsin as of August 2026, with employment types broken down into 1% As Needed, 79% Full Time, 17% Part Time, and 3% Contract. Highlights an 81% Physical, 2% Hybrid, and 17% Remote job distribution, with an average salary of $82,380 per year, or $39.6 per hour.

Compensation Specialist

ManpowerGroup

Milwaukee, WI • On-site

Full-time

Posted 14 days ago

Job description

 This high-level individual contributor plays a lead role in the design, implementation, administration, and continuous improvement of ManpowerGroup's US base pay structures and incentive plans. This may include, but is not limited to organizational design, job design, job evaluation, performance management, sales compensation, executive compensation, salary planning, incentive compensation, and reward & recognition programs. Responsible for providing salary, job, and equity analysis in support of Human Resource programs related to compensation, job documentation and job evaluation.
Making an Impact

  • Participates in the planning, development, implementation, administration and communication of ManpowerGroup's US employee compensation programs.

  • Project leader and coordinator of assigned compensation studies and projects.

  • Provides counsel and support to management in the application of salary administration policies & procedures and develops solutions to help support business needs.

  • Evaluates new and existing positions by investigating and analyzing position duties and responsibilities to determine internal/external equity, appropriate classification and salary levels/ranges by using market pricing methodology and whole job slotting.

  • Participates in job matching, salary survey preparation, and submission of data.

  • Analyzes and evaluates market benchmark data through market-pricing, and internal equity to aid in the design and development of base pay and salary structure(s), incentive and retention plans, merit budget planning, and for evaluating our market competitiveness.

  • Partners with assigned business unit to design and develop sales compensation plans, by understanding business needs and developing recommendations based on market trends. Provide communication and consulting services to managers regarding compensation plans and programs. Analyze sales plan effectiveness and make recommendations for improvement.

  • Administers the year-end compensation activities (base pay adjustments and bonus payouts) in conjunction with the year-end performance management cycle. Consult with managers on specific issues around pay practices and rewards.

  • Develops and models base/incentive programs and evaluates and analyzes cost, effectiveness and performance of base/incentive programs.

  • Other Accountabilities as assigned

Sharing Expertise    

  • Consults with operational leaders in the design and development of current and new positions. 

  • Conducts and advises managers on the annual merit increase program; develops communications, processing procedures and tools, facilitates submission and processing of data, advises and enforces policy/guidelines with managers, and tracks exceptions and variants to the program. Analyzes results/changes and provides wrap up reports.

Gaining Exposure

  •  Maintains up to date knowledge of government regulations, ensure compliance with regulation, and prepare and distribute required reports. 

  • Monitors industry compensation trends and best practices.

Required

  • Bachelor's Degree in Human Resources,  Business Administration or related field

  • 4 years Compensation experience within a Human Resources environment or equivalent.

  • Knowledge of current trends and methodologies in sales incentive plans

  • Strong attention to detail

  • Highly developed consultative, analytical, and problem-solving skills

  • Working knowledge of compensation philosophy, practices, policies and legal requirements, include wage and hour laws

  • Ability to interface with all levels of employees, including executives, and work in a fast-paced team environment

  • Extensive interpersonal and communication skills

  • Excellent MS office proficiency in Excel, Word, and PowerPoint

 Preferred 

  • Working knowledge of HRIS system, with PeopleSoft experience preferred 


ManpowerGroup is proud to be an equal opportunity affirmative action workplace. We celebrate diversity and are committed to providing an inclusive environment for all employees. Qualified applicants will receive consideration for employment without regard to race, religion, creed, color, national origin, citizenship, marital status, pregnancy (including childbirth, lactation and related medical conditions), age, gender, gender identity or expression, sexual orientation, protected veteran status, political ideology, ancestry, the presence of any physical, sensory, or mental disabilities, or other legally protected status. 

A strong commitment is made by each employee and is necessary to ensure equal employment opportunity for all. ManpowerGroup is an inclusive workplace that will recruit, hire, train, and promote persons of all job titles, and ensure all other personnel actions are administered without regard to non-merit-based characteristics of individuals. 

Reasonable accommodation during the interview process can be provided.  Contact talentacquisition@manpowergroup.com for assistance. 

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