Senior Commissions Forecasting, Design Lead

Motive

. Own the end-to-end commissions forecast process in partnership with FP&A and Sales Operations .

Posted 10/2/2026full-timeRemote • United StatesSenior💰 $114,000 - $182,000 per yearWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in end-to-end commissions forecasting, sales compensation plan design, and financial modeling. Proficient in collaborating with cross-functional teams to translate business strategies into effective compensation frameworks and reporting.

Highest-signal resume keywords

FP&A ExperienceSales Compensation DesignFinancial Modeling SkillsIncentive Compensation Management PlatformsData Analysis and Scenario Modeling

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Commissions ForecastingSales Compensation PlansFinancial ModelingQuota AllocationVariance AnalysisPolicy DocumentationBusiness Requirements WritingScenario AnalysisData AnalysisForecast Accuracy

Soft Skills

Attention to DetailClear CommunicationConsensus BuildingMentoringJudgment in Ambiguous Environments

Tools & Technologies

XactlyVaricentCaptivateIQEverstageAnaplanSalesforceWorkdaySnowflakeSQLBusiness-Intelligence Tools

Industry Keywords

Sales OperationsRevenue OperationsIncentive CompensationGlobal SaaSSubscription BusinessAudit ReadinessIPO-ReadinessCompensation HubsSelf-Service ResourcesHigh-Change Environments

Tech Stack

Tools & technologies

SQL

About the role

Key responsibilities & impact

Own the end-to-end commissions forecast process in partnership with FP&A and Sales Operations
Produce monthly, quarterly, and annual commissions forecasts
Explain actuals-to-forecast and forecast-to-plan variances by segment, role, plan component, headcount movement, attainment, and timing
Establish forecast inputs and operating rhythms with Sales Operations, Finance, People, Payroll, and business leaders
Assist in designing and evolving sales compensation plans across segments, roles, geographies, and pay periods
Translate GTM strategy into quotas, crediting rules, accelerators, kickers, draws, SPIFFs, MBOs, ramping structures, and exception frameworks
Build models and scenario analyses evaluating plan outcomes, behavioral incentives, fairness, payout volatility, costs, and implementation complexity
Partner with Sales Leadership, GTM Strategy and Operations, Finance, People, Legal, Payroll, and Business Technology
Co-own compensation-design workstreams for annual-plan redesigns, new-product incentives, role or segment changes, and compensation-system migrations
Convert design decisions into business requirements, decision logs, process documentation, test cases, and implementation specifications
Review system outputs and reporting for alignment with policy and intended plan behavior
Establish governance for plan changes, exceptions, approvals, and effective dates with an audit trail
Create and deliver enablement for sales leaders, managers, and compensation partners
Develop recurring reporting on attainment, payout behavior, plan participation, exception themes, forecast accuracy, and program effectiveness
Partner with FP&A on forecast submissions, executive commentary, scenario analysis, and reconciliation
Improve seller and manager experience through clearer plan documents, statements, self-service resources, office hours, and intake processes
Support audit and IPO-readiness activities
Mentor analysts and collaborate with systems and operations partners without formal people-management responsibility

Requirements

What you’ll need

6+ years of experience in FP&A, sales compensation, incentive compensation, sales operations, revenue operations, finance, or a closely related analytical discipline, including meaningful ownership of commissions or variable-compensation forecasting
Demonstrated experience designing or materially changing sales compensation plans in a complex, multi-segment organization
Strong FP&A, analytical, and financial-modeling skills
Ability to work with large datasets and build transparent forecast, bridge, variance, and scenario models
Deep understanding of quota allocation, attainment, crediting, accelerators, kickers, draws, ramping, clawbacks, SPIFFs, and exception handling
Experience partnering with FP&A and senior stakeholders and building consensus across Sales, Finance, Operations, People, and Technology
Ability to write clear policy language, business requirements, process documentation, and executive-ready recommendations
Experience with an incentive compensation management platform such as Xactly, Varicent, CaptivateIQ, Everstage, Anaplan, or an equivalent system
Excellent written, verbal, and presentation skills
High ownership, attention to detail, sound judgment, and comfort operating in ambiguous, high-change environments
Preferred: experience supporting a global SaaS, technology, or subscription business
Preferred: experience with Salesforce, Workday, Snowflake, SQL, or business-intelligence tools
Preferred: experience designing compensation for both new-logo and account-management organizations
Preferred: experience creating enablement programs, compensation hubs, FAQs, or self-service resources
Must be authorized to receive and access commodities and technologies controlled under U.S. Export Administration Regulations

Benefits

Comp & perks

Health, pharmacy, optical, and dental care benefits
Paid time off
Sick time off
Short-term and long-term disability coverage
Life insurance
401(k) contribution
Potential restricted stock units as part of total compensation for certain roles
Some interviews or new-hire training sessions may be held in person at one of Motive's global offices