Senior Commissions Forecasting & Design Lead

Overview

Own the commissions forecasting process and sales compensation program design in partnership with FP&A, Sales Operations and cross-functional partners. This is a high-impact individual-contributor role.

What you'll do

• Own the end-to-end commissions forecast process, including forecast calendar, model structure, assumptions, source data, submissions and change control.
• Produce monthly, quarterly and annual commissions forecasts and explain actuals-to-forecast and forecast-to-plan variances by segment, role, plan component, headcount movement, attainment and timing.
• Establish forecast inputs and operating rhythms with Sales Ops, Finance, People, Payroll and business leaders; document ownership, deadlines, assumptions and evidence.
• Assist in the design and evolution of sales compensation plans across multiple segments, roles, geographies and pay periods.
• Translate GTM strategy into measurable compensation mechanics, including quotas, crediting rules, accelerators, kickers, draws, SPIFFs, MBOs, ramping structures and exception frameworks.
• Build models and scenario analyses to evaluate plan outcomes, behavioral incentives, fairness, payout volatility, cost implications and implementation complexity.
• Partner with Sales Leadership, GTM Strategy and Operations, Finance, People, Legal, Payroll and Business Technology to align on requirements, tradeoffs, approvals and timing.
• Co-own the compensation-design workstream for major programs such as annual-plan redesigns, new-product incentives, role or segment changes and compensation-system migrations.
• Convert approved design decisions into clear business requirements, decision logs, process documentation, test cases and implementation-ready specifications.
• Review system outputs and reporting for alignment to policy and intended plan behavior; identify root causes when results are inaccurate, delayed or difficult for sellers to understand.
• Establish practical governance for plan changes, exceptions, approvals and effective dates, with a clear audit trail.
• Create and deliver enablement for sales leaders, managers and compensation partners; explain complex mechanics clearly and confidently.
• Develop recurring performance reporting on attainment, payout behavior, plan participation, exception themes, forecast accuracy and compensation-program effectiveness.
• Partner with FP&A on forecast submissions, executive commentary, scenario analysis and reconciliation of forecast assumptions to approved plan design and operating data.
• Improve the seller and manager experience through clearer plan documents, better statements, self-service resources, office hours and better intake processes.
• Support audit and IPO-readiness activities by ensuring that plan logic, approvals, controls and evidence are complete and reusable.
• Mentor analysts and collaborate with systems and operations partners without formal people-management responsibility.

What you'll need

• 6+ years of experience in FP&A, sales compensation, incentive compensation, sales operations, revenue operations, finance or a closely related analytical discipline, including meaningful ownership of commissions or variable-compensation forecasting.
• Demonstrated experience designing or materially changing sales compensation plans in a complex, multi-segment organization.
• Strong FP&A, analytical and financial-modeling skills; able to work comfortably with large datasets and build transparent forecast, bridge, variance and scenario models.
• Deep understanding of compensation mechanics such as quota allocation, attainment, crediting, accelerators, kickers, draws, ramping, clawbacks, SPIFFs and exception handling.
• Experience partnering with FP&A and senior stakeholders and building consensus across Sales, Finance, Operations, People and Technology.
• Ability to write clear policy language, business requirements, process documentation and executive-ready recommendations.
• Strong systems orientation and experience with an incentive compensation management platform such as Xactly, Varicent, CaptivateIQ, Everstage, Anaplan or an equivalent system.
• Excellent written, verbal and presentation skills, including the ability to explain complex compensation mechanics to non-specialists.
• High ownership, attention to detail, sound judgment and comfort operating in ambiguous, high-change environments.

Nice to have

• Experience supporting a global SaaS, technology or subscription business.
• Experience with Salesforce, Workday, Snowflake, SQL or business-intelligence tools.
• Experience designing compensation for both new-logo and account-management organizations.
• Experience creating enablement programs, compensation hubs, FAQs or self-service resources.

Details

• Location: Canada - Remote; United States - Remote.
• Compensation range: United States $114,000 to $157,000 USD; Canada $120,000 to $165,000 CAD.
• Some interviews or new-hire training sessions may be held in person at one of Motive's global offices.