New 
Manager, Incentive Compensation Analytics
 Microsoft | |
 United States, Texas, Irving | |
| 7000 State Highway 161 (Show on map) | |
 Mar 10, 2025 | |
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OverviewThe Worldwide Incentive Compensation team is looking for a Manager, Incentive Compensation. The team focuses on designing and implementing incentive compensation plans that align with strategic business objectives. As a Manager, Incentive Compensation you will leverage your expertise in compensation design principles to create and implement incentive compensation plans that align with strategic business objectives. You will engage with executive-level Sales leaders to review and calibrate plans, ensuring they meet Go-to-Market strategies. Acting as a resource in quota management, you will lead the requirements for tools enabling quota management processes and work with stakeholders to define and improve these processes. Building trusted advisor partnerships, you will collaborate with cross-functional and multi-country teams to serve sales leaders on core initiatives. You will develop and execute marketing and content strategies for compensation plans, advocate for sellers and customers, and ensure alignment between sales compensation plans and business strategies. Additionally, you will perform analytics and modeling to provide business insights, develop innovative solutions to improve processes, and manage ongoing programs within your stakeholder group. Your role will also involve addressing issues concerning incentive plans, ensuring compliance with governance policies, and using statistical models to develop quotas. Microsoft's mission is to empower every person and every organization on the planet to achieve more. As employees we come together with a growth mindset, innovate to empower others, and collaborate to realize our shared goals. Each day we build on our values of respect, integrity, and accountability to create a culture of inclusion where everyone can thrive at work and beyond.
ResponsibilitiesCompensation Consulting Leverages an understanding of compensation design principles, levers, and mechanics to design and/or apply incentive compensation plans that are aligned with strategic business objectives. Engages with executive-level Sales leaders and sponsors across the field to review plans, obtain feedback, and drive local alignment. Presents plan designs, including supporting analyses, rationale, and costs. Calibrates plans against software, services, and sales Go-to-Market strategies (e.g., quota mechanics, segmentation, territories, role orchestration, and sales modern design). Integrates milestones and expected deliverables into plans and identifies critical paths forward. Acts as a resource in quota management for their stakeholder group(s). Leads and owns the requirements for tools enabling quota management processes. Works with internal and external stakeholders to define the quota setting process in order to achieve the strategic intent. Improves field and user experience by working with cross-disciplinary partners (e.g., Business and Sales Operations, Digital Sales, Quota champions in Consumer Segments). Ensures stakeholders understand and respect the quota management process and experience across tools. Drives quality and scale across all quota management processes and tools. Analyzes and drives quota setting improvement opportunities using existing data. Implements incentive compensation plans, focusing on first mile excellence and verifying that sellers have plans and quotas assigned correctly. Ensures plans can be implemented properly, including any incremental asks for resources. Ensures plans promote "the seller experience" given systems and processes in place. Assesses plans according to compensation design principles and governing compliance. Engages with the business to review fairness and equality of compensation designs and implementations. Discusses plans with field leaders to create alignment across territories and taxonomies. Creates validation checklists, path options, and workback plans to aid in implementation. Stakeholder Management Builds trusted advisor partnerships, representing their team to segment leadership. Collaborates and partners with cross-functional (e.g., finance, business/engineering groups, HR, sales segments) and multi-country team members to serve sales leaders on core initiatives. Acts as the voice of their stakeholders and partners across the organization to design, implement, and oversee plans/programs that are customer centric. Begins to advocate for stakeholders and provide additional value. Identifies and addresses broader business needs from a compensation perspective. Compensation Strategy Understands sales strategies for their stakeholder group(s). Works closely with team members to develop and execute a marketing and content strategy for specific compensation landing plans and quotas. Advocates for sellers and customers when executing incentive compensation strategies. Leverages strategic understanding to reinforce and align compensation plans, quotas, and sales models that motivate seller behavior. Ensures alignment between sales compensation plans and the team's compensation and business strategies. Increases awareness of products, sales plays, and compete scenarios. Acts as a trusted advisor for their field representatives. Leverages understanding of area/territory to forecast how compensation plans and quotas may change at a local level. Works with leaders to mitigate plan or quota challenges (e.g., soliciting feedback, noting pros/cons, proposing solutions for deviations). Derives insights from feedback to share with the leadership team as the voice of the field. Manages area/territory rhythm of business (ROB) to note any changes (e.g., what accounts are covered). Masters rules and guidelines specific to their area/territory. Reviews local sales contests to ensure alignment with global strategy. Marketing Develops sales manager and seller training and readiness programs, in collaboration with team members. Aligns programs with incentive compensation plans to launch Go-to-Market strategies. Delivers training content to sellers and internal stakeholders at scale. Develops communication plans in partnership with communication teams and business stakeholders. Runs communication plans across the organization, in collaboration with team members. Delivers communications to sellers and internal stakeholders at scale. Creates externally facing (e.g., across the organization) presentations and other digital-based content for sellers, business partners, Sales leaders, and executives which tell compelling stories regarding incentive compensation plans. Ensures documents clearly communicate and explain quota implications on plan performance. Business Analytics Performs analytics and modeling for team members and Sales leadership on compensation plan performance, compensation scenario analysis, and effectiveness reviews in order to provide business insight. Understands how key data attributes (e.g., employee data, territories, plans) come together to drive quality seller setups. Conducts scenario modeling and analyzes incentive compensation plan designs to assess legal and financial risks. Uses mathematical and statistical modeling to provide recommendations for action based on data-driven conclusions, including operational and financial cost implications. Collaborates with team members to build cohesive, data-driven stories to describe compensation related problems, simplifying the complex and connecting dots across available data. Completes sales performance reports and/or data visualizations to communicate sales compensation results and quantify business impact within their team. Innovation and Continuous Improvement Partners with cross-organizational groups (e.g., Engineering) to design product features and usage to enable the execution of incentive compensation product marketing strategies. Contributes to the creation of global tools and processes as well as a technical infrastructure for incentive compensation plan enactment. Engages in user acceptance testing (UAT) on new platform features. Develops creative and innovative solutions to reduce cycle times, drive efficiency, and improve outcomes. Increases industry-wide perspective to inform future compensation processes. Continuously solicits feedback and identifies themes and trends regarding experiences and potential improvements. Contributes to continuous process improvements and in-flight changes through the review and analysis of incentive compensation performance for specific plans. Plan and Sales Administration Acts as a liaison and uses independent judgement to address issues and ad hoc scenarios concerning incentive plans, policies, and guidelines. Holds responsibility for programmatic issues within their stakeholder group(s). Manages specific business and territory rules. Determines root cause of issues, engages with relevant stakeholders to address, and documents actions for the help desk (e.g., how to address top issues or concerns). Shares causes and results with team members to aid in future issues. Sets direction and approach for Go-to-Market and operational processes/systems within their stakeholder group(s). Supports the resolution of escalation issues and administration. Contributes to defining delivery model. Influences priorities to improve participant satisfaction, performance, and experience. Applies deep segment and/or role specific domain expertise to solve complex or priority field inquiries less suitable or resolvable by Managed Service vendors. Coaches vendor leaders and drives incremental improvement programs in partnership with Managed Service leadership. Governance and Compliance Interprets business needs, compliance requirements, governance policies, and settled law for specific sales compensation programs. Assesses programs for potential risks, verifying adherence to company policies and procedures when executing compensation practices. Identifies control measures and governance needs. Program Management Holds accountability for running and managing ongoing programs within their stakeholder group(s), and owns outcomes related to landing quotas, distributing plans, moving to steady state, and completing case management reviews (e.g., edge cases). Brings work together and keeps others on track to ensure tasks are audited and completed for timely submission. Manages rhythm of the business (ROB) for landed features. Considers how to leverage existing materials and work with others to orchestrate program requirements. Specialty Responsibilities Uses statistical models and machine learning algorithms to develop and deliver quotas. Completes data mining and analysis, forecasting, and modeling to support the development of specific segment or area quotas. Communicates findings with stakeholders to drive broader quota setting processes.* Reports on and develops a basic understanding of pay for performance philosophy, and owns cost portfolio management reporting (e.g., total sales compensation costs and associated expenses). Assesses and learns overall cost impact and risks (e.g., legal, financial).* Reinforces complex controls with vendors who facilitate payroll process. Monitors payroll process and reporting data to regularly engage with vendors and drive process efficiency. Ensures vendor processes are current with payroll processes. Tracks vendor performance through service level agreements. Incorporates vendor reports and analysis into end-to-end metrics to improve operations. Finds resolutions to vendor issues and removes roadblocks. * Other Embody our culture and values | |