Senior Sales Compensation Manager

Job Posting:

Since 1953, Ferguson has been a source of quality supplies for a variety of industries. Together We Build Better infrastructure, better homes and better businesses. We exist to make our customers’ complex projects simple, successful, and sustainable. We proactively solve problems, adapt and grow to continuously serve our customers, communities and each other. Ferguson, a Fortune 500 company, is proud to provide best-in-class products, service and capabilities across the following industries: Commercial/Mechanical, Facilities Supply, Fire and Fabrication, HVAC, Industrial, Residential Trade, Residential Building and Remodel, Waterworks and Residential Digital Commerce. Ferguson has approximately 36,000 associates across 1,700 locations. Ferguson is a community of proud associates who operate with the shared purpose of building something meaningful. You will build a career that you are proud of, at a company you can believe in.

The Senior Sales Compensation Manager will lead the design, implementation, and continuous improvement of our sales compensation plans and programs! This role is highly strategic and requires translating business objectives into impactful compensation solutions that drive sales performance, engagement, and retention.

This role will be a trusted partner to Field Sales, Finance, HR, and Sales Enablement by playing a key role in shaping compensation strategy, ensuring plans are competitive, motivating, and effectively communicated.

Ideally, this person will come from a fast-paced environment with a strategic mentality and an orientation toward process improvement and analytics. The person will be comfortable within a growing, somewhat ambiguous organizational structure and can deal with modern issues like pay transparency and evolving compensation priorities.

Location:

Remote anywhere in the US or Hybrid if you are in the Newport News, VA area.

Travel as needed (approximately 10% travel).

Primary Responsibilities:

• Own the end-to-end sales compensation design and delivery for assigned Customer Groups driving alignment with sales strategies, business priorities, and company financial goals.
• Provide thought leadership to senior leaders on best practices while anticipating and effectively communicating potential outcomes and field impacts.
• Work cross-functionally with Sales, Finance, HR, and Operations to keep all key partners informed and aligned to foster collaboration and drive cohesive execution.
• Analyze, interpret, and gain meaningful insights from plan performance data to direct sales compensation efforts that will create the most value.
• Partner with Sales Enablement to ensure plans and programs can be operationalized within the incentive compensation management system.
• Develop clear communication material and content to educate the field on plan design, pay mechanics and formulas, and objectives.
• Support sales organization and job design efforts that build strong customer coverage models to enhance market opportunity and sales productivity.
• Contribute to the development and execution of a quota-based sales incentive system that will enable high sales performance and growth.
• Evaluate effectiveness of short-term incentives such as SPIFs, sales contests, etc. to ensure programs motivate behaviors and align with business priorities.
• Gain and maintain an understanding of the company’s market landscape to ensure competitiveness and the ability to attract and retain top sales talent.
• Ensure sales compensation plans and programs are externally competitive, equitable, and align with legal and regulatory requirements.
• Stay informed on industry trends and best practices in sales compensation through self-learning, attend conferences and webinars, etc.

Preferred Qualifications:

• Bachelor's degree in human resource management, finance, business, or related fields required.
• 7+ years of proven sales compensation strategy and design experience, ideally within complex, high-growth business environments.
• Certified Sales Compensation Professional (CSCP) preferred.
• Comprehensive knowledge of sales compensation best practices, industry benchmarks, and market trends.
• Demonstrated ability to influence and align partners including leadership and cross-functional partners to drive consensus and adoption of sales compensation strategies that support organizational goals.
• Success in crafting and articulating ideas to both leadership and peers in the context of business priorities and needs.
• Strong analytical and problem-solving abilities to clearly define problems, establish facts, and draw valid conclusions.
• Familiarity with relevant laws, regulations, and compliance re