Job Description
About the role
As Head of Sales Compensation Operations, you’ll own one of the most powerful growth levers in the business: how sales performance is measured, credited, and rewarded to drive predictable revenue outcomes.
This is a highly visible role where revenue strategy meets execution – you’ll shape how quotas are set, revenue is credited, and incentives reinforce the behaviors that deliver growth, productivity, and forecast accuracy, all while ensuring fairness, transparency, and compliance.
If you enjoy operating at the intersection of sales strategy, finance, and data, building elegant compensation and quota frameworks, and using insight to influence behavior at scale, this role gives you real ownership and real impact.
What you will be doing
- Own sales compensation as a Revenue Operations capability:
Design, evolve, and operate sales compensation frameworks that support revenue growth, productivity, and predictability – balancing motivation, cost efficiency, and scalability. - Lead plan design, quotas, and crediting:
Build and communicate compensation plans that incorporate robust quota methodologies, sales credit attribution models, and territory‑aligned incentives that drive the right revenue behaviors. - Use data to continuously improve revenue performance:
Analyze plan effectiveness, quota attainment, and payout outcomes to identify opportunities to improve sales productivity, revenue growth, and forecast confidence – and turn insights into action. - Ensure revenue governance and operational rigor:
Establish clear governance, controls, and documentation to ensure compensation programs are accurate, auditable, and consistently applied, supporting predictable revenue outcomes. - Partner cross‑functionally across Revenue Operations, TPO, Sales Leadership, and Finance:
Work closely with Sales Leadership, Finance, FP&A, and broader Revenue Operations teams to align compensation with revenue targets, forecasts, and go‑to‑market strategy. - Enable clarity for the sales organization:
Ensure sellers and sales leaders clearly understand how performance translates into earnings, enabling focus on revenue‑driving activity. - Support scale and change:
Evolve compensation, quota, and crediting models as the business grows – supporting new products, markets, and coverage changes without adding unnecessary complexity. - Stay ahead of the curve:
Monitor industry trends and best practices in sales compensation, quotas, crediting, and revenue operations, and apply them as the business scales.
What you bring
- Proven experience as a Revenue Operations or Sales Operations leader with deep expertise in sales compensation design, governance, and effectiveness
- Deep understanding of commission and quota plans, sales crediting, and territory models
- Proven ability to translate revenue strategy into clear, executable operating models
- Analytical mindset with the ability to turn data into insights sales and finance leaders trust
- Excellent communication and collaboration skills, with experience partnering with senior sales and finance stakeholders
- Comfort operating in a fast‑moving, complex environment with competing priorities
Preferred Additional Skills
- Experience in technology or SaaS revenue models
- Certification such as Certified Sales Compensation Professional (CSCP)
- Hands‑on experience with Sales Performance Management (SPM) tools
- A track record of scaling compensation and quota frameworks during periods of growth or GTM change
FIS is committed to providing its employees with an exciting career opportunity and competitive compensation. The pay range for this full-time position is $0.00 - $999,999,999.00 and reflects the minimum and maximum target for new hire salaries for this position based on the posted role, level, and location. Within the range, actual individual starting pay is determined by additional factors, including job-related skills, experience, and relevant education or training. Any changes in work location will also impact actual individual starting pay. Please consult with your recruiter about the specific salary range for your preferred location during the hiring process.
Privacy Statement
FIS is committed to protecting the privacy and security of all personal information that we process in order to provide services to our clients. For specific information on how FIS protects personal information online, please see the Online Privacy Notice.
EEOC Statement
FIS is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, marital status, genetic information, national origin, disability, veteran status, and other protected characteristics. The EEO is the Law poster is available here supplement document available here
For positions located in the US, the following conditions apply. If you are made a conditional offer of employment, you will be required to undergo a drug test. ADA Disclaimer: In developing this job description care was taken to include all competencies needed to successfully perform in this position. However, for Americans with Disabilities Act (ADA) purposes, the essential functions of the job may or may not have been described for purposes of ADA reasonable accommodation. All reasonable accommodation requests will be reviewed and evaluated on a case-by-case basis.
Sourcing Model
Recruitment at FIS works primarily on a direct sourcing model; a relatively small portion of our hiring is through recruitment agencies. FIS does not accept resumes from recruitment agencies which are not on the preferred supplier list and is not responsible for any related fees for resumes submitted to job postings, our employees, or any other part of our company.
#pridepass