Incentive Compensation Manager

Role Overview

• Lead annual compensation plan development in partnership with CRO, Sales Leadership, Customer Success, and Finance; translate business objectives into effective incentive structures
• Design role-specific compensation frameworks including base/variable splits, quota-to-OTE ratios, accelerators, decelerators, thresholds, and performance tiers aligned to role expectations and market standards
• Design compensation mechanics that bridge traditional SaaS (ARR/subscription) and consumption-based (usage/metered) revenue motions, including hybrid quota structures, draw mechanics, and milestone-based incentives where revenue recognition is non-linear
• Leverage AI-powered tools and automation to develop self-service rep inquiry agents, streamline commission calculations, and enhance plan modeling capabilities
• Develop compensation governance frameworks including plan approval workflows, exception handling, change management protocols, and ongoing plan maintenance processes
• Model compensation scenarios to optimize the balance between motivational impact, cost efficiency, competitive positioning, and predictability; conduct sensitivity analysis on various business outcomes
• Partner with People/Total Rewards to ensure CRO compensation programs align with GitLab's overall compensation philosophy, internal equity principles, and total rewards strategy
• Design incentive mechanisms that drive strategic behaviors including new logo acquisition, expansion, consumption revenue growth, multi-year deals, product mix, and customer retention
• Create SPIFs, contests, and accelerator programs to address short-term business priorities and accelerate specific outcomes (pipeline generation, deal velocity, strategic initiatives)
• Develop compensation analytics frameworks to track plan effectiveness, cost efficiency, and business impact
• Track key compensation metrics including average earnings, payout ratios, cost-per-dollar-sold, plan leverage, and quota attainment distribution
• Model the impact of compensation changes on representative behavior, company costs, revenue outcomes, and team morale
• Conduct ongoing plan performance reviews comparing actual results against design intent; recommend mid-year adjustments when warranted
• Leverage AI to provide visibility into compensation spend, attainment trends, and plan performance against objectives
• Perform ROI analysis on compensation investments including SPIFs, accelerators, and special programs
• Partner with Sales Analytics to integrate compensation data with broader revenue performance analytics
• Serve as trusted advisor to Stakeholders & Sales Leadership on all compensation-related matters including plan design, policy decisions, and individual situations
• Present compensation recommendations to Sales leadership, Finance leadership, and Incentive Compensation Committee
• Lead annual compensation communication campaigns including plan rollouts, training sessions, manager enablement, and field team Q&A
• Manage compensation inquiries from field teams, providing clear explanations of plan mechanics, policies, and individual situations
• Partner with Sales Enablement to incorporate compensation understanding into onboarding programs and ongoing training
• Collaborate with Finance/FP&A on compensation expense planning, budget management, and actual-vs-plan reporting
• Work with Legal and Compliance teams to ensure plan structures meet regulatory requirements across global markets
• Engage with Total Rewards/People teams on holistic compensation philosophy, market data, and employee experience.

Requirements

• 5 years of progressive compensation experience with at least 3-5 years focused specifically on sales compensation design and incentive strategy & operations
• Deep expertise in B2B SaaS & Consumption sales compensation including experience with multiple sales roles (AEs, SEs, CSMs, Channel, etc.) and complex go-to-market motions
• Background in high-growth SaaS companies ($500M+ ARR preferred) with experience scaling compensation operations
• Direct experience designing and administering compensation plans in a hybrid SaaS and consumption business model — including handling variable payout timing, usage-based quotas, and ramp structures unique to consumption GTM
• Understanding of consumption growth dynamics (land-and-expand, usage ramps) and how they differ from traditional SaaS renewal/expansion motions and how to incentivize both
• Hands-on experience using AI or machine learning tools in a sales compensation or revenue operations context
• Proven track record designing and implementing compensation plans that drove measurable improvements in sales productivity, behavior change, and business outcomes
• Experience implementing global compensation programs across multiple geographies with varying regulations and market practices
• Expert-level proficiency with compensation management systems (Xactly, CaptivateIQ, Varicent, or similar platforms), and CRM applications (i.e. Salesforce)
• Proficiency in data/BI tools (i.e. SQL, Tableau, or Looker for compensation reporting and ad hoc analysis)
• Advanced Excel/Google Sheets modeling skills including complex formulas, scenario analysis, and financial modeling
• Exceptional quantitative and analytical capabilities with attention to detail and accuracy
• Understanding of quota-setting methodologies and the relationship between territory assignment, quota, and compensation
• Familiarity with ASC 606 revenue recognition and implications for commission earning and payment timing.

Tech Stack

• SQL
• Tableau

Benefits

• Benefits to support your health, finances, and well-being
• Flexible Paid Time Off
• Team Member Resource Groups
• Equity Compensation & Employee Stock Purchase Plan
• Growth and Development Fund
• Parental leave
• Home office support