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Senior Director Sales Compensation Jobs in Ridgefield, CT

Stark Tech

Director - Sales

Briarcliff Manor, NY · On-site

$112K - $203K/yr

... the Senior Director drives performance management, cross-market coordination, and strategic ... Compensation The expected pay range for this position is $112,538- $203,019 annually, depending on ...

Stark Tech

Director - Sales

Briarcliff Manor, NY · On-site

$112K - $203K/yr

... the Senior Director drives performance management, cross-market coordination, and strategic ... Compensation The expected pay range for this position is $112,538- $203,019 annually, depending on ...

Atlas Air

Director of Compensation

White Plains, NY · On-site

$129K - $177K/yr

Design and administer annual incentive, bonus, sales compensation, and recognition programs ... Serve as the primary compensation advisor to senior leaders and HR Business Partners. * Partner ...

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All JobsSales Compensation JobsSenior Director Sales Compensation JobsSenior Director Sales Compensation Jobs in Ridgefield, CT

Senior Director Sales Compensation information

See Ridgefield, CT salary details

$34.9K

$120.3K

$191.2K

How much do senior director sales compensation jobs pay per year?

As of Sep 8, 2026, the average yearly pay for senior director sales compensation in Ridgefield, CT is $120,346.00, according to ZipRecruiter salary data. Most workers in this role earn between $74,700.00 and $155,400.00 per year, depending on experience, location, and employer.

What does a senior director sales compensation do?

A Senior Director of Sales Compensation is responsible for developing, managing, and optimizing compensation strategies and programs that motivate and reward sales teams. This role involves analyzing market trends, designing incentive plans, collaborating with sales and finance leaders, and ensuring that compensation structures align with the company's goals. The Senior Director also ensures compliance with legal regulations and monitors the effectiveness of compensation plans to drive sales performance and retention.

How does a senior director sales compensation typically collaborate with sales leaders and finance teams?

A Senior Director of Sales Compensation frequently works in close partnership with sales leaders to design incentive programs that drive performance while aligning with organizational goals. They also collaborate with finance teams to ensure compensation plans are financially sustainable and accurately forecasted in budgets. Regular meetings, cross-functional workshops, and data-sharing sessions are common, as these interactions help the Senior Director balance strategic objectives with operational realities, ensuring compensation programs remain competitive and compliant.

What are the key skills and qualifications needed to thrive as a senior director sales compensation, and why are they important?

To excel as a Senior Director Sales Compensation, you need deep expertise in sales compensation design, financial analysis, and a strong understanding of sales operations, typically supported by a bachelor’s or master’s degree in business, finance, or a related field. Proficiency with compensation management software, data analytics tools (such as Excel, Tableau, or SAP), and relevant certifications like CCP (Certified Compensation Professional) is highly valued. Exceptional leadership, strategic thinking, and cross-functional communication skills distinguish top performers in this role. These abilities ensure effective incentive programs that drive sales performance, align with company objectives, and foster collaboration across departments.

What is the difference between Senior Director Sales Compensation vs Sales Compensation Manager?

AspectSenior Director Sales CompensationSales Compensation Manager
CredentialsBachelor's/Master's in Business, Finance, or HR; often with certifications like CCP or CBPBachelor's in Business, Finance, or HR; certifications like CCP or CBP are common
Work EnvironmentStrategic leadership, cross-department collaboration, executive reportingOperational focus, program administration, sales team support
Employer & Industry UsageUsed in large corporations across industries with complex sales structuresCommon in mid to large companies managing sales incentive programs

The Senior Director Sales Compensation oversees the development and strategic alignment of sales incentive plans at an executive level, while the Sales Compensation Manager handles the day-to-day administration and implementation of these plans. The senior role involves higher-level decision-making and cross-functional collaboration, whereas the manager focuses on operational execution.

What job categories do people searching Senior Director Sales Compensation jobs in Ridgefield, CT look for?

The top searched job categories for Senior Director Sales Compensation jobs in Ridgefield, CT are:

What cities near Ridgefield, CT are hiring for Senior Director Sales Compensation jobs?

Cities near Ridgefield, CT with the most Senior Director Sales Compensation job openings:

Senior Director Sales Compensation jobs near you
Infographic showing various Senior Director Sales Compensation job openings in Ridgefield, CT as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 18% Part Time, and 4% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $120,346 per year, or $57.9 per hour.

Director - Sales

Briarcliff Manor, NY • On-site

Stark Tech
Facilities Support Services • 501 - 1,000 employees
Learn more about Stark Techexternal

$112K - $203K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 25 days ago

Stark Tech rating

7.4

Company rating: 7.4 out of 10

Based on 5 frontline employees who took The Breakroom Quiz

296th of 499 rated machine equipment manufacturers

Job description

Job Requirements

This Director - Sales enhances the sales leadership structure by enabling Market Sales Leaders to focus on technical selling and account leadership, while the Senior Director drives performance management, cross-market coordination, and strategic execution across the branch. They also collaborate with Sales and Marketing leaders, and other Hub leadership, for best practices, strategic alignment, and expertise sourcing out of the Strategic Innovation Hub when needed.

Compensation

The expected pay range for this position is $112,538- $203,019 annually, depending on experience, qualifications, and geographic location.

Stark Tech reasonably expects to pay within this range at the time of hire. Individual compensation is determined based on several factors including experience, education, certifications, skills, internal equity, and market conditions.


Work Experience
  • Bachelor's degree in Engineering (Mechanical, Electrical, or related) required.
  • 10+ years of progressive sales experience, including leadership responsibility.
  • Proven success leading sales teams within a branch or regional structure.
  • Strong technical background in HVAC, mechanical systems, or electrical power systems.
  • Demonstrated ability to drive revenue growth and profitability.
  • Experience in forecasting, sales strategy development, and performance management.
  • Strong collaboration skills with the ability to partner effectively with Branch General Managers and Operations leadership.

Benefits

Advance your career with Stark Tech, a leader in facilities and energy solutions. We specialize in integrating systems, providing energy-efficient equipment and services, and supporting sustainability through innovative technologies. At Stark Tech, we invest in our employees by offering a competitive benefits package recognized with Mployer's 2026 Great Employee Benefits designation, featuring Market Leading Medical Benefits, comprehensive medical, dental, and vision coverage, generous employer HSA contributions, paid time off, a 401(k) with employer match, wellness programs, and career development opportunities. Join our fast-growing, customer-focused organization where your skills and dedication will be valued and rewarded with competitive pay and a positive work environment.


Employment Type: OTHER

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