Head of Sales Compensation

Who we are

About Stripe

Stripe is a financial infrastructure platform for businesses. Millions of companies—from the world’s largest enterprises to the most ambitious startups—use Stripe to accept payments, grow their revenue, and accelerate new business opportunities. Our mission is to increase the GDP of the internet, and we have a staggering amount of work ahead. That means you have an unprecedented opportunity to put the global economy within everyone’s reach while doing the most important work of your career.

About the team

Stripe's Global Sales Team is at the forefront of driving revenue and growth. As trusted business partners, our goal is to help users understand Stripe products and integrate them with ease so they can concentrate on what's most important to them: their business. We're known for our product expertise, rigorous thinking, and user-first approach to problem solving. Within Stripe, Sales proudly serves as a critical source of user feedback and market intelligence, with direct influence on Stripe’s product roadmap and growth strategy. 

What you'll do

The Head of Sales Compensation will lead the overall design and compensation structure of the global sales organization, partnering closely with the sales team and teams across Stripe to drive initiatives.  Ideally, this person will come from a fast-paced environment with a strategic mentality and an orientation toward analytics. They will be comfortable within a growing, evolving organizational structure and who will ensure we are meeting the needs of the organization by way of building strategic frameworks, closely partnering with cross-functional teams, and making data-driven decisions.

Responsibilities

• Lead the sales and incentive compensation design process including working with leaders to understand strategic business goals, assessing the success of current incentives, proposing new incentive designs, securing final decisions and approvals, and communicating new incentives to leaders and employees.
• Design sales and incentive plans that drive the sales behaviors that will drive expected results; model and test plans to ensure profitability and desired results; offer creativity and standard processes.
• Advise as an incentive compensation authority offering technical advice that influences business strategy and results.
• Partner with HR Compensation and Operations to ensure programs can be operationalized and coordinated within the organization’s incentive and human resource management systems.
• Partner with key collaborators to evaluate and ensure efficiency of compensation programs as they relate to the goals of the company and propose improvements/adjustments as needed.
• Lead the Sales Compensation Committee, helping the leaders to continuously assess the impact and to design an escalation framework to handle priorities and perform objection handling.
• Gain and maintain an understanding of the marketplace the company operates within to ensure competitiveness of sales compensation and the ability to attract and retain top talent.
• Deliver clear and consistent communications to key collaborators.
• Build relationships with the external compensation community including consultants, service providers, shareholder advocates, and business professionals.

Who you are

We’re looking for someone who meets the minimum requirements to be considered for the role. If you meet these requirements, you are encouraged to apply. The preferred qualifications are a bonus, not a requirement.

Requirements

• Bachelor's degree in Human Resources Management, Business, Finance, Economics, or related fields required. An MS or MBA degree is desirable.
• 15+ years of experience with 8+ years of proven sales incentive design with consumption-based business and people management experience. 
• Experience in compensation plan administration and reporting.
• Experience with ICM Systems (Xactly, CaptivateIQ, Varicent) required.
• Experience consulting on compensation strategy, competitive pay evaluation, pay/performance links, incentive program design, mergers and acquisitions, etc.
• Knowledge of current market trends and practices.
• Proven track record of implementing creative compensation programs that align the broader employee population and senior management with shareholder value and drive achievement of strategic objectives.
• History of successful interaction and influence with all levels of partners.
• Excellent analytical and financial skills, including reduction in cost/risk and optimizing vendor structures/management.
• Strong business insight to include financial modeling and budgeting.
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