Sales Incentive Compensation Manager Jobs (NOW HIRING)

SEI delivers technology and investment solutions thatconnectthe financial services industry. With capabilities across investment processing, operations, and asset management, SEIcollaborateswith corporations, financial institutions and professionals, and ultra-high-net-worth families to solve problems, manage change and help protect assets-for growth today and in the future.

We're looking for an experienced, hands-on Compensation Manager to help shape and optimize global compensation programs for both sales and corporate employee groups. This is a high-impact individual contributor role for someone who thrives at the intersection of analytics, strategy, and execution. You'll use advanced Excel skills and AI-enabled tools such as Microsoft Copilot to accelerate analysis, build scenarios, and turn complex data into clear, stakeholder-ready recommendations-all while operating within strong privacy and governance standards. From sales incentive design to broad-based pay programs and M&A support, you'll play a critical role in building scalable, competitive compensation strategies that support business growth.

• Build powerful compensation models: Develop and maintain sophisticated Excel-based models using advanced formulas, pivot tables, and automation to analyze large datasets, forecast outcomes, and support confident, data-driven decisions.
• Design impactful sales incentive programs: Assess current commission and incentive plans, identify opportunities to improve effectiveness, and create new models that align rewards with revenue growth, performance, and strategic priorities.
• Strengthen global compensation programs: Support the design and administration of broad-based compensation programs across the enterprise, balancing global consistency with local market competitiveness and internal equity.
• Turn data into insight: Analyze compensation trends, conduct pay equity and compression reviews, and deliver practical recommendations on pay ranges, incentive payouts, and compensation actions to HR and business leaders.
• Lead core compensation processes: Drive key annual processes such as merit planning, promotion reviews, and incentive payout cycles while ensuring accuracy, governance, and continuous process improvement.
• Partner across the business: Work closely with Business Management, HR Business Partners, Finance, Sales Operations, and senior leaders to solve compensation challenges and provide trusted guidance on hiring, promotions, transfers, and special pay decisions.
• Support compliance and benchmarking: Help ensure programs remain aligned with global compensation regulations, including pay transparency and wage requirements, while leading or supporting market benchmarking and survey participation efforts.
• Contribute to M&A success: Serve as a key compensation partner during mergers and acquisitions by conducting due diligence, modeling harmonization scenarios, and supporting the integration of acquired employees into existing programs.
• Drive continuous improvement: Stay current on compensation trends, tools, and best practices, and proactively identify ways to enhance program effectiveness, efficiency, transparency, and strategic impact.

• Deep compensation expertise: Strong command of salary structures, job leveling, pay ranges, and sales incentive or commission design, with the ability to translate strategy into scalable global programs.
• Advanced analytical capability: Expert-level Excel skills, including complex formulas, pivots, scenario modeling, and automation; experience working with large datasets is essential. Familiarity with BI tools, visualization platforms, or HRIS compensation tools is a plus.
• Insightful and influential communication: Ability to turn complex analysis into clear, actionable recommendations and communicate effectively with HR, Finance, Sales Operations, and senior business leaders.
• Strong governance mindset: Working knowledge of compensation compliance requirements, including pay transparency and governance standards, with the judgment to handle sensitive information with discretion.
• Execution focus: Proven ability to lead core compensation cycles, manage multiple priorities, and deliver high-quality work in a fast-paced, evolving environment. Experience supporting M&A due diligence and harmonization is a plus.
• AI-aware by design: Comfortable using AI assistants responsibly for summarization, scenario exploration, and documentation, with a clear understanding of privacy, bias, and model limitations.
• AI-native capabilities (preferred): Experience using Microsoft Copilot or similar tools to build repeatable workflows, automate data preparation or reconciliation, support sensitivity analysis, and create executive-ready narratives or dashboards within governance standards. Workday compensation modules and reporting experience is a plus.
• Education and credentials: Bachelor's degree in HR, Finance, Business, or a related field required. CCP (or equivalent is strongly preferred). A minimum of 7 years of compensation experience, including sales incentives and broad-based programs, is required; a Master's degree or MBA is a plus.