Senior Director, Sales Compensation

Presidio, Where Teamwork and Innovation Shape the Future
At Presidio, we're at the forefront of a global technology revolution, transforming industries through cutting-edge digital solutions and next-generation AI. We empower businesses - and their internal customers - to achieve more through innovation, automation, and intelligent insights.

The Role

Presidio is seeking a strategic, data-driven Senior Director of Sales Compensation to own the end-to-end strategy, design, governance, and operation of sales incentive compensation across the organization. This role sits at the intersection of Finance, Sales Leadership, HR, and Operations, translating corporate growth objectives into sales compensation plans that motivate the right seller behaviors, remain financially disciplined, and scale as Presidio’s go-to-market model evolves.

The Senior Director leads a team of compensation professionals and is accountable for the accuracy, timeliness, and integrity of every commission and bonus dollar paid to the field. Beyond operations, this leader is the organization’s primary architect of sales compensation strategy: designing plans, running quota and territory-adjacent modeling, benchmarking against market data, and advising the C-suite on the financial and behavioral impact of plan design choices. The role also champions modernization of the function — automation, analytics, and AI-enabled forecasting — to reduce manual effort and increase the speed and accuracy of insight delivered to the business.

Key Responsibilities

Compensation Strategy & Plan Design

• Own the annual sales compensation planning cycle: plan design, quota-setting alignment, plan documentation, legal/finance sign-off, and field rollout.
• Design incentive structures (accelerators, SPIFs, multi-year/recurring revenue credit, overlay and specialist plans) that align to Presidio’s VAR/services revenue mix and strategic priorities.
• Partner with Sales Leadership and FP&A to size total incentive spend against revenue/margin targets and ensure pay-for-performance alignment.
• Conduct market benchmarking and competitive analysis (using survey data and peer/industry sources) to keep plans competitive for talent attraction and retention.
• Evaluate and evolve plan mechanics as the business shifts toward services, recurring, and consumption-based revenue models.

Governance, Compliance & Risk

• Establish and enforce sales compensation policy, plan-approval workflows, and dispute-resolution protocols.
• Ensure compensation practices comply with federal, state, and local wage/hour law, and monitor emerging pay-transparency and pay-equity regulation.
• Own SOX-adjacent controls over commission calculation, accrual, and payment processes; serve as the primary point of contact for internal and external audit on sales compensation.
• Maintain plan documentation and audit trails sufficient to defend compensation decisions in disputes or regulatory inquiries.

Team Leadership & Operations Oversight

• Lead, coach, and develop the sales compensation team, setting priorities, quality standards, and career growth paths.
• Oversee the monthly/quarterly/annual commission and bonus calculation cycle, accrual journal entries, and reconciliation processes managed by the team.
• Set and monitor SLAs for commission statement accuracy, query resolution, and payment timeliness.
• Own the compensation technology roadmap (e.g., Xactly Incent or equivalent ICM platform), including system configuration, automation, and integration with CRM/ERP/HRIS.

Analytics, Reporting & Business Partnership

• Deliver executive-level dashboards and insights on plan performance, pay mix, ROI of incentive spend, and quota attainment distribution.
• Model the financial impact of proposed plan changes before they go live, including scenario and sensitivity analysis.
• Advise Sales, Finance, and HR Business Partners on compensation-related decisions: new hire plans, promotions, terminations, plan exceptions, and M&A/territory integration.
• Partner with Sales Operations on territory and quota design to ensure alignment between quota-setting and compensation mechanics.

Day-to-Day Activities

On any given day, the Senior Director of Sales Compensation might be expected to:

• Review team-prepared commission runs and monthly reconciliations for accuracy before payroll submission and sign off on accrual journal entries.
• Meet with Sales VPs/RVPs to walk through plan performance, pay mix, or a specific rep’s compensation question that has been escalated.
• Review and adjudicate escalated compensation disputes that the Analyst and Manager could not resol