Project Delivery SME(Sales Compensation )

Sales Compensation Project Delivery SME

Overview

To act as the senior domain authority for Sales Compensation across the engagement — owning the mechanics of incentive-plan execution, the monthly compensation cycle, crediting and adjustments, and compensation governance — ensuring sellers are paid accurately and on time and that the operation is controlled, auditable and continuously improving.

Responsibilities

• Plan execution — interpret and execute incentive-compensation plans across segments and components; own correct configuration, calculation and validation each cycle.
• Monthly compensation cycle — drive the end-to-end cycle (period close, calculation runs, results validation, adjustments, pay-readiness) to the payroll cutoff, every cycle, without slippage.
• Crediting & adjustments — own crediting logic and manual/assumed-performance adjustments; reduce manual adjustment volume through root-cause and automation, with full audit trail.
• Payout accuracy & controls — safeguard first-pass payout accuracy through maker-checker controls, pre-payroll (preliminary) checks and variance review; own the definition and evidence of accuracy.
• Inquiry & dispute resolution — resolve compensation inquiries and disputes efficiently, distinguish true defects from knowledge/process gaps, and drive down avoidable inquiry volume.
• Compensation governance — operate change-control and compensation-review-board processes with discipline; ensure plan changes are governed, documented and impact-assessed.
• Reporting & insight — produce accurate compensation reporting (attainment, spend, exceptions); ensure statements are clear and defensible to sellers.
• SME guidance & knowledge — coach and unblock the analyst squads, author and maintain SOPs/runbooks and the exception library, and lead compensation knowledge transfer during transition.

Qualifications

• 8–12 years in Sales Compensation, Incentive Compensation Management (ICM) or commissions operations, with deep hands-on plan-execution expertise.
• Strong command of incentive-plan mechanics — components, thresholds, accelerators, caps, crediting, close-out and adjustment processes.
• Hands-on familiarity with ICM / compensation platforms (e.g., Varicent, Xactly, SAP Commissions, Anaplan Incentive, or equivalent).
• Deep understanding of the monthly comp cycle, pay-readiness/payroll cutoffs, and preliminary-check / variance controls.
• Advanced data skills — expert Excel; comfort with large calculation datasets, reconciliation and BI tools (Tableau, Power BI).
• Experience operating compensation governance (change control, review boards) and building audit-ready, controlled processes.
• Excellent analytical, documentation and communication skills; credible as the escalation authority for complex compensation questions and disputes.