Job Description

The Compensation Analyst designs and runs Omilia's sales compensation programme end to end, from plan architecture through to the reporting infrastructure that keeps it accurate every cycle. This role owns both strategy and execution - building compensation plans and SPIFFs from scratch, then running the mechanisms that calculate, track and report on them. Reporting into Revenue Operations, this role partners closely with Sales, Finance and Payroll to keep compensation accurate, timely and aligned to revenue goals.

Accountabilities

• Own end-to-end design of sales compensation plans and incentive structures aligned to revenue goals.
• Own the full SPIFF programme lifecycle, from design and launch through payout and ROI retrospective.
• Own the comp calculation, payout and reporting infrastructure that keeps compensation accurate every cycle.
• Own compensation plan documentation, quota assignments and plan change history.
• Own cross-functional alignment with Sales, Finance and Payroll on plan design, quota setting and payout accuracy.

Key Responsibilities

Design and build sales compensation plans and incentive structures aligned to revenue goals.

• Model plan scenarios and payout economics to test affordability and behavioural impact before rollout.
• Recommend plan changes based on performance data and market benchmarking.
• Design, build and launch SPIFF programmes, defining mechanics, eligibility, targets and payout structure.
• Track SPIFF performance in-flight and report on ROI against target behaviour.
• Run the end-to-end comp calculation and payout process each cycle.
• Build and maintain the reporting infrastructure and mechanisms needed to run comp accurately at scale.
• Build dashboards and reports for comp attainment, plan performance and SPIFF ROI.
• Partner with Finance on accruals, forecasting and comp cost analysis.
• Partner with RevOps on the CRM data integrity that feeds every calculation, and flag design issues, payout errors or gaming risk before they escalate.

Requirements

Required:

• Experience designing and administering sales compensation plans in a B2B SaaS environment.
• Direct experience building and running SPIFF programmes end to end.
• Strong Excel and analytical modelling skills.
• Comfortable owning both the strategic design and the operational mechanics of a compensation programme.
• High attention to detail, given the direct link to employee pay accuracy.

Nice to have:

• Experience with comp/ICM platforms (e.g. Xactly, CaptivateIQ, Spiff).
• Experience running compensation across multiple currencies or regions.
• Background partnering directly with Finance on comp accruals and forecasting.

Omilia Note

• Contribute actively and effectively as an integrated team member.
• Act as an Omilia ambassador in all interactions.