Microsoft Director Sales Compensation Design 

United States, Washington 

920684138

The Role:

The Director of Sales Compensation Design will focus on several key seller roles and businesses. You will work with the sales and marketing leaders for these businesses, especially the corporate role owners who define the job requirements and behaviors that we expect from our sellers. You will help us understand the needs of the business and design compensation plans and incentive programs that support the business strategies. In addition to the corporate leaders, you will work with sales managers and field leaders to understand which programs are working well to motivate sellers.

Required/Minimum Qualifications

• Bachelor's Degree in Business, Finance, Computer Science, Data Science, Engineering, Economics, or related field AND 10+ years experience in compensation, business management and operations, finance and analytics, human resources and people analytics, marketing, or sales strategy
  • OR equivalent experience.

Additional or Preferred Qualifications

• Master of Business Administration Degree or Master's Degree in Finance, Computer Science, Data Science Engineering, or related field
• 7+ years experience working in a large or highly matrixed organization, preferably in the technology industry.
• 5+ years program leadership/management experience.
• Proven ability to impact results under difficult or ambiguous circumstances.
• Knowledge of finance rhythms and tools.

Microsoft will accept applications for the role until May 20, 2024.

• Annual planning – determine the compensation plans for the next fiscal year.
• Incentive programs – decide which special programs are needed to emphasize certain products or outcomes on a short-term or long-term basis.
• Sales contests – for any “on top” bonus programs that are proposed, evaluate the merits and approve or modify the proposals.
• Partner with HR to align roles to plans, to evaluate pay mix (i.e., what percent of a seller’s pay should be base pay vs. variable pay), to evaluate incentive mix (i.e., what percent of a seller’s variable pay should be based on quantitative metrics vs. qualitative evaluations of the manager), and to manage sales force transitions.
• Partner with finance to understand the revenue goals, the relative weighting of products in the budgets and in the compensation plans, and the impact of incentive programs.
• Partner with business leaders, not only for the annual planning cycle but also for quarterly and ad hoc reviews to monitor performance and respond to changes in the product strategy or market environment.
• Partner across the Enablement & Operations team to ensure that your designs are implemented well and are achieving the desired outcomes; make mid-course corrections as needed.
• Other- embody our