Director, Sales Compensation and Planning

Ping Identity

Director leading sales compensation and quota planning strategies at Ping Identity. Focusing on operationalizing sales compensation and improving seller productivity through data-driven insights.

Posted 7/31/2026full-timeRemote • 🇺🇸 United StatesLead💰 $130,000 - $220,000 per yearWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in sales compensation strategy, design, and operations, with a strong focus on capacity planning, quota allocation, and performance management. Proven ability to leverage analytical skills and cross-functional collaboration to drive effective compensation programs in a B2B SaaS environment.

Highest-signal resume keywords

Sales Compensation StrategyCompensation ModelingCapacity PlanningProject ManagementExecutive Communication

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Compensation DesignQuota AllocationAttainment AnalysisIncentive OperationsData ModelingSales Capacity PlanningPerformance ManagementScenario ModelingVariance AnalysisException Management

Soft Skills

Relationship BuildingInfluencing DecisionsCoachingTeam DevelopmentProblem Solving

Tools & Technologies

SalesforceAnaplanXactlyGoogle WorkplaceSpreadsheet Modeling

Industry Keywords

B2B SaaSSales OperationsRevenue OperationsCompensation ProgramsCross-Functional Collaboration

About the role

Key responsibilities & impact

Own sales compensation strategy, plan design, and annual refresh cycles across applicable sales roles, including plan mechanics, measures, accelerators, kickers, SPIFs, and policy guardrails.
Lead the planning process end to end, including project management, timelines, stakeholder intake, decision framing, draft iterations, approvals, and rollout readiness.
Build scenario models and perform pre-plan and in-year analysis to evaluate plan effectiveness, expected payout outcomes, attainment distributions, and cost implications.
Partner closely with Finance to support their commission cost modeling, actuals vs. plan reviews, variance analysis, and forward-looking commission expense scenarios.
Work in close partnership with the commissions team that manage Xactly administration and monthly payout processes to ensure plan design is executable, approvals are clean, and ongoing operations run smoothly.
Partner with Legal and cross-functional stakeholders to draft, review, and finalize compensation plan language, policy documentation, and exception frameworks.
Lead sales compensation rollout and field enablement through presentations, reference materials, leader preparation, and direct communication with sales teams.
Serve as a trusted advisor to sales leaders by building strong relationships, answering field questions, resolving ambiguity, and guiding exception handling with clear recommendations.
Design and manage SPIF programs, including structure design, cost estimation, approvals, operational setup, tracking, and communication to the field.
Translate analysis into influence by shaping recommendations, aligning stakeholders, and presenting clear tradeoffs to senior sales and finance leaders.
Own Sales Capacity planning and modelling, with attention to trends in the data, the underlying business itself and external market factors.
Perform routine capacity planning updates and reporting, as well as ad hoc reporting and scenario modelling.
Own quota allocation and target-setting, including analysis, recommendations, and incorporating sales leader input. Target setting should be grounded in capacity model outputs.
Drive continuous performance management by analyzing rep attainment, payout outcomes, performance distributions, and trends, translating these insights into actionable recommendations to optimize plan design and seller productivity.
Prepare executive and Board-level materials related to sales compensation, quota planning, and performance management.
Coach, and develop team member(s) while building a high-accountability culture grounded in rigor, responsiveness, and continuous improvement.
Leverage AI, automation, and modern analytical tooling to improve planning workflows, speed up analysis, reduce manual effort, and elevate decision quality.

Requirements

What you’ll need

7–10 years of progressive experience in sales compensation, sales operations, revenue operations, finance, or closely related functions, with direct ownership of sales compensation strategy, design, and operations.
Deep hands-on experience owning end-to-end sales compensation programs in a B2B SaaS or recurring-revenue environment.
Strong expertise in compensation modeling, capacity and quota planning, attainment analysis, incentive operations, and exception management.
Demonstrated success partnering cross-functionally with Sales, Finance, Legal, HR, and systems or commissions teams.
Strong project management skills with the ability to run complex planning cycles, coordinate multiple stakeholders, and deliver against deadlines.
Advanced analytical and data modeling capability, including the ability to turn complex analysis into clear business recommendations and executive-ready narratives.
Strong executive communication skills, including experience preparing materials for senior leadership and Board-level audiences.
Experience with Salesforce, Anaplan, Google Workplace and strong spreadsheet/modeling skills; familiarity with Xactly is strongly preferred.
Proven ability to build trust with sales leaders and influence decisions through insight, credibility, and strong judgment.
Experience leading people, including hiring, coaching, performance management, and team development.

Benefits

Comp & perks

Generous PTO & Holiday Schedule
Parental Leave
Progressive Healthcare Options
Retirement Programs
Opportunity for Education Reimbursement
Commuter Offset (Specific locations)