HP Sales Compensation Design Strategy Manager
21 hours ago
Barcelona
ph3Job Summary /h3 pHP is seeking an expert in Sales Compensation Design Manager to lead the design, governance, and execution of sales incentive and quota programs across a complex, multi-channel go-to-market model. This role sits at the intersection of strategy, analytics, and execution, ensuring compensation and quota frameworks drive the right sales behaviors, support margin and growth objectives, and scale globally with consistency and transparency. /p h3Job Summary /h3 pHP is seeking an expert in Sales Compensation Design Manager to lead the design, governance, and execution of sales incentive and quota programs across a complex, multi-channel go-to-market model. This role sits at the intersection of strategy, analytics, and execution, ensuring compensation and quota frameworks drive the right sales behaviors, support margin and growth objectives, and scale globally with consistency and transparency. /p pThe ideal candidate is both strategic and hands-on, with proven experience leading compensation design and quota planning in large, matrixed organizations and serving as a trusted advisor to Sales, Finance, and Executive leadership. /p h3Key Responsibilities /h3 pSales Compensation Strategy Design: /p ul liLead the end‑to‑end design of global sales compensation plans across direct, indirect, overlay, and specialist roles /li liManage a team of regional experts to drive global coordination of strategies, programs and processes /li liEnsure plans are aligned to HP’s growth strategy, product mix, margin objectives, and channel model /li liBalance simplicity, scalability, and motivational impact while maintaining governance and compliance /li liTranslate strategic priorities into measurable incentive mechanics (rates, accelerators, thresholds, SPIFFs) /li /ul h3Quota Planning Deployment /h3 ul liOwn annual and in-year quota planning cycles across regions, segments, and roles /li liDevelop quota methodologies that ensure fairness, achievability, and differentiation, grounded in data and historical performance /li liPartner with Sales Operations, Finance, and GTM leaders to align quotas to revenue targets and capacity models /li liDrive consistent quota allocation processes, timelines, and approval frameworks globally /li /ul h3Analytics, Insights Performance Management /h3 ul liEstablish performance analytics to evaluate plan effectiveness, quota attainment, pay-for-performance, and ROI /li liIdentify trends, risks, and unintended behaviors and recommend plan or quota adjustments /liliDeliver clear executive-level insights and scenario modeling to support decision-making /li /ul h3Leadership Stakeholder Management /h3 ul liAct as a trusted advisor to senior Sales and Finance leadership /li liLead and develop a high-performing compensation and quota planning team /li liInfluence across a matrixed organization without direct authority /li liNavigate ambiguity and competing priorities with executive presence and clarity /li /ul h3Required Qualifications /h3 ul li10+ years of progressive experience in sales compensation and quota planning /li liProven leadership experience in a large, international, matrixed organization /li liDeep expertise in compensation plan design and quota methodologies across multiple sales roles and international complexity /li liStrong analytical skills with the ability to translate data into executive-ready insights /li liExperience leading annual planning cycles with complex stakeholder alignment /li liAdvanced knowledge of SPM/ICM platforms (e.g., SAP SuccessFactors, Xactly, Varicent, Forma, or similar) /li /ul h3Preferred Qualifications /h3 ul liExperience in technology, hardware, or hybrid product/services sales models /li liFluency in Business English (both verbal and written) /li liBachelor or Master's degree in Business, Finance, or related field /li liDemonstrated experience leading transformations in highly complex matrixed organizations /li /ul h3Success Metrics (First 12–18 Months) /h3 ul liOn-time, high-quality delivery of annual compensation and quota cycles /li liImproved quota attainment correlation to performance and reduced plan complexity /li liIncreased confidence and trust from Sales leadership in incentive fairness effectiveness /li liMeasurable reduction in manual processes and exception handling /li liClear linkage between incentives, sales behavior, and business outcomes /li /ul pSales and Services Entity (ES11) /p pWe’re looking for visionaries who are ready to make an impact on the way the world works. At HP, the future’s yours to create! /p /p #J-18808-Ljbffr
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