SlipstreamJobs tracks this role from the company's public career site. Apply directly on the employer's site.
Salary: USD 151,000 - 196,000 / annual
OneStream is seeking an experienced Director to build and run the sales compensation planning function that powers the global go-to-market incentive strategy. This role owns the end-to-end design, modeling, and administration of sales incentive compensation plans, quota structures, and plan issuance for the global sales organization, and is directly responsible for configuring and managing the systems that support them.
Key responsibilities include:
**Compensation Plan Design & Strategy**: Own end-to-end design of sales incentive compensation plans for quota-carrying reps and first/second-line sales leaders across all segments and geographies, including quota structures, accelerators, SPIFs, MBOs, and leadership multipliers. Translate company revenue goals, GTM strategy, and sales motion into plan mechanics that drive the right selling behaviors. Model competing plan design options, stress-test assumptions, and present clear trade-offs and recommendations to senior leadership. Partner with HR on job descriptions, leveling, and OTE benchmarking, providing market and plan-design input.
**Financial Modeling & P&L Analysis**: Build and maintain dynamic financial models to evaluate the cost and ROI of incentive plan designs before deployment. Quantify the P&L impact of changes to OTE mix, on-target commission rates, accelerator thresholds, and payout frequency. Partner with Finance to incorporate comp cost into headcount planning, annual budgeting, and quarterly forecasting cycles. Identify plan risk and overpay exposure, and recommend corrective levers proactively.
**Annual Plan Administration & Issuance**: Own the end-to-end annual plan rollout cycle, including drafting plan documents, coordinating approvals across HR, Legal, Finance, and Sales leadership, and managing plan issuance and acceptance. Maintain a single source of truth for all active compensation plan documents, policies, and amendment history. Manage quota-setting timelines and ensure all reps and leaders receive accurate, signed compensation agreements at the start of each plan year and upon role change. Handle mid-year plan adjustments, new hire onboarding to plans, and exceptions with clear documentation and audit trails.
**Reporting, Analytics & Insights**: Deliver monthly and quarterly attainment reporting across all sales roles, with commentary on performance distribution and payout trends.
Note: Job description design, leveling, and OTE benchmarking are owned by HR; this role provides input and market perspective but does not own those decisions. Commission calculation and payout processing are owned by Accounting; this role partners closely with Accounting on plan mechanics, data, and reconciliation, but is not responsible for running calculations or issuing payouts.
**Requirements**: The posting does not explicitly state years of experience, education, or specific certifications required. However, the role expects hands-on expertise in sales compensation plan design, financial modeling, and system administration at a director level managing a strategic function for a global sales organization.
