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Sales Incentive Compensation Manager Jobs in Washington

RAND Corporation

Director, Compensation

Washington, DC

$151K - $230K/yr

Advise and consult with management on compensation matters, including s, salary management, incentive programs, and performance management. * Lead or participate in projects to design, implement, and ...

lansing

Outside Sales

Fairfax, VA

Identify and prospect clients within your assigned territory and develop & manage leads, through ... Ability to qualify for Annual Sales Incentive Trip

Sparks Group

Compensation Consultant

Herndon, VA · Remote

Manage the cap table, process new equity grants, cancellations, exercises, and vestings with ... Design, implement, and refine competitive salary structures, job families, and variable incentive ...

CARFAX

Manager of Revenue Operations

Centreville, VA

$90K - $190K/yr

... sales friction. Program Execution & Incentive Management * Compensation Tracking: Maintain and track compensation plan metrics, performing necessary audits and calculations to ensure accurate ...

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Sales Incentive Compensation Manager information

See Washington salary details

$28.2K

$82.6K

$153.1K

How much do sales incentive compensation manager jobs pay per year?

As of Jul 19, 2026, the average yearly pay for sales incentive compensation manager in Washington is $82,586.00, according to ZipRecruiter salary data. Most workers in this role earn between $48,100.00 and $107,200.00 per year, depending on experience, location, and employer.

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

To thrive as a Sales Incentive Compensation Manager, you need expertise in sales operations, compensation plan design, and strong analytical skills, often supported by a bachelor’s degree in business, finance, or a related field. Familiarity with sales performance management systems (like Xactly or Varicent), advanced Excel, and data visualization tools is highly beneficial. Exceptional communication, problem-solving, and stakeholder management skills help you collaborate effectively and resolve compensation disputes. These abilities ensure accurate, motivating incentive plans that drive sales performance and align with organizational goals.

What is the difference between Sales Incentive Compensation Manager vs Sales Compensation Analyst?

AspectSales Incentive Compensation ManagerSales Compensation Analyst
ResponsibilitiesDesigning, managing, and optimizing sales incentive plansAnalyzing sales compensation data and supporting plan administration
Required SkillsStrong project management, plan design, and communication skillsData analysis, reporting, and proficiency with compensation systems
CertificationsTypically CPA, CCP, or similar certificationsOften requires analytical or finance certifications
Work EnvironmentCross-functional teams, sales, HR, financeData-focused, supporting sales and finance teams

The Sales Incentive Compensation Manager focuses on designing and managing sales incentive plans, requiring strategic planning and leadership skills. In contrast, the Sales Compensation Analyst primarily analyzes compensation data and supports plan administration. Both roles are essential in sales compensation, but they differ in scope and responsibilities.

What does a Sales Incentive Compensation Manager do?

A Sales Incentive Compensation Manager is responsible for designing, implementing, and managing compensation plans that motivate sales teams to achieve business objectives. They analyze sales data, set performance targets, and ensure that incentive programs are aligned with company goals. This role also involves monitoring the effectiveness of compensation plans, handling payouts, and making adjustments as necessary to maintain competitiveness and fairness. Additionally, they collaborate with sales leaders and HR to address any issues and communicate plan details clearly to employees.

How does a Sales Incentive Compensation Manager typically collaborate with other departments to ensure effective incentive plan execution?

A Sales Incentive Compensation Manager regularly works cross-functionally with sales leadership, finance, human resources, and operations to design, implement, and monitor incentive plans. Collaboration with sales leaders ensures that compensation plans align with business goals, while partnering with finance is crucial for budgeting and forecasting. The manager also works with HR to address compliance and policy considerations, and with operations teams to ensure accurate and timely payout processing. Effective communication and collaboration across these teams are key to driving motivation and transparency among sales staff.
Sales Incentive Compensation Manager jobs near you
Director, Compensation

Director, Compensation

RAND Corporation

Washington, DC

$151K - $230K/yr

Full-time

Medical, Life, PTO

Re-posted 7 days ago

Job description

Job Type:

Regular

About RAND

At RAND, our staff are distinguished by their creativity, intellectual curiosity, and dedication to making a meaningful impact through public policy research. Our diverse team brings together professionals from nearly every academic discipline and field, fostering a collaborative, multidisciplinary environment that has defined RAND since its founding.

Position Overview

RAND is seeking a strategic and experienced Director of Compensation to lead the operational performance of our compensation function. This role is responsible for ensuring that base and incentive compensation programs are aligned with RAND's strategic objectives and compliant with all relevant regulations. As a key business partner, the Director of Compensation will develop and interpret company policies, procedures, and guidelines to ensure compensation programs are both internally equitable and externally competitive.

The Director will work closely with senior leadership and HR teams to design and administer comprehensive compensation plans that attract, retain, and motivate top talent.

Key Responsibilities:

  • Ensure fair and consistent administration of all compensation programs across the organization.

  • Lead the analysis, development, and implementation of base and incentive compensation plans.

  • Oversee the preparation of comprehensive analyses using internal and external compensation data.

  • Advise and consult with management on compensation matters, including job descriptions, salary management, incentive programs, and performance management.

  • Lead or participate in projects to design, implement, and communicate new or enhanced compensation programs.

  • Develop reporting tools to monitor, measure, and analyze compensation program effectiveness.

  • Manage relationships with external compensation consultants and the Compensation & Leadership Development (C&LD) Committee Chair.

  • Provide assessments and recommendations for executive compensation and manage the preparation and delivery of C&LD committee meeting materials.

  • Oversee the administration and ongoing effectiveness of compensation-related programs and recognition awards, including variable compensation plans.

Management Duties:

  • Determine staffing needs, interview and hire new team members, ensure appropriate training, conduct performance reviews, provide coaching, and take disciplinary action as needed.

  • Develop and administer objectives, operating policies and procedures, budgets, and strategic action plans to achieve departmental goals.

  • Provide leadership and motivation by setting clear expectations, delivering specific performance feedback, and conducting timely and thorough performance reviews.

  • Perform other duties as assigned.

Qualifications

  • Minimum of 10 years of progressively responsible experience in Human Resources compensation functions.

  • Advanced knowledge of state and federal employment and wage & hour laws.

  • At least 6 years of experience developing and implementing base and incentive compensation plans.

  • Minimum of 2 years of direct team management experience.

  • Advanced proficiency with Microsoft applications, including Word, Excel, and PowerPoint; general knowledge of human capital management systems.

  • Experience in an academic or research organization preferred.

  • Experience with advanced data analytics, automation, or AI tools as applied to compensation, HR, or workforce planning preferred.

  • Experience in developing and implementing job architecture frameworks, including the creation of job families, leveling guides, and career paths with proven ability to analyze organizational structures, define job roles and responsibilities, and align job architecture with compensation is a plus, but not required.

  • Prior experience with Workday is a plus, but not required.

Education & Certification Requirements

  • Bachelor's degree required; Master's degree preferred.

  • Certified Compensation Professional (CCP) or equivalent certification highly desirable.

  • Additional certifications such as SHRM-SCP, SPHR, HRMC, and/or CCP are preferred.

Location

  • This position will be in one of the RAND offices: Santa Monica, CA; Washington DC (Arlington VA); Pittsburgh, PA. This position requires a 50% onsite office presence.

Salary Range: $151,000 - $230,100

RAND considers a variety of factors when formulating an offer, including but not limited to, the specific role and associated responsibilities; a candidate's work experience, education/training, skills, expertise; and internal equity.The salary range includes base pay plus RAND's sabbatic pay (which provides additional compensation above base pay when vacation is taken). In addition, RAND provides strong benefits including health insurance coverage, life and disability insurance, savings plan, paid time-off and more.

Equal Opportunity Employer

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