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Director, Sales Compensation, Human Resources

Job ID R-10102428 Date posted 11/19/2018 City Alpharetta State/Region Georgia Country United States Additional Locations Brookfield, Wisconsin; Chicago, Illinois; Remote, California; Remote, Massachusetts; Remote, New Jersey

Job Description

The Director of Sales Compensation will partner with Sales, HR, Finance, and Sales Operations leadership to help solve sales compensation related business challenges. The Director will operate in a consultative capacity, partnering with their business units to identify sales compensation related challenges (e.g., turnover, tenure and earnings, territory quality and earnings, etc.), develop and test hypotheses using fact based assessments, and present findings/recommendations in front of senior management. This role is directly accountable for the design and communication of sales compensation programs that attract the right talent, motivate the right behaviors, and retain the right talent.


  • Develop sales compensation strategy that drives business needs and assures equity across Fiserv’s business units
  • Conduct annual sales compensation assessment to determine health of compensation programs. Assessment includes market pay benchmarking, executive and field level feedback interviews, quantitative analysis, and qualitative analysis. Assessment will also include actionable recommendations with sales/cost implications, modeled compensation impacts, and an implementation plan
  • Knowledge of related fields: territory optimization, quota setting, role design, etc. This will ensure that sales compensation recommendations consider the GO-TO-Market ecosystem.
  • Work with other members of sales compensation team to ensure continuity across Fiserv’s business units (career pathing, TTC levels, consistency between compensation designs, etc.)

Required Skills

  • Analysis and Problem Solving: superior ability to frame business challenges, conduct deep dive analysis to understand the challenge, and develop intricate solutions that include business implications as well as compensation implications. Must have the ability to gain trusted advisor status with senior Sales, HR, and Finance leadership teams.
  • Project Management: Ability to manage multiple clients and projects simultaneously. Must be able to plan each project, including identification of milestones, deliverables, working team members, steering committee members, etc. Overall responsibility for each project’s success.
  • Communication and Influence. Ability to distil complex topics into a simple, compelling story that persuades management to act. This role will also have to lead without having direct line authority, creating a coalition of key partners to actively partner on solving business challenges.
  • Analysis: ability to conduct deep, fact-based data analysis to understand and solve problems. Must also have the ability to create compensation impact models to determine implication of recommendations. Experience with data analysis tools (Excel), data analysis and visualization tools (PowerBI, Tableau), or other statistical analysis tools.
  • Sales Compensation Design: the director must have deep subject matter expertise and experience in all elements of sales compensation design. Formal training or certifications in sales compensation is a required skill


  • Team Focus: a fierce commitment to excel in the pursuit of unselfish goals. You have a strong desire to leave your mark, but you also aspire to large collective team goals.
  • Curiosity and Desire to Learn: a strong desire to get better at everything you do. You seek our new experiences, knowledge, and have an openness to change and feedback.
  • Persuasion: the ability to use logic in combination with emotional intelligence to persuade others to act.
  • Grit: ability to overcome adversity and setbacks to achieve a goal. You are results oriented and have the ability to bounce back from adversity
  • Novel Insight: You have a desire to gather and make sense of information that suggests new possibilities.


  • Education: bachelors degree, MBA preferred
  • Experience:
    • 8+ years of experience in sales compensation and SFE (sales force effectiveness), including significant experience working with senior sales leaders.
      • Sales Force Effectiveness consulting experience a plus
      • Experience across multiple SFE disciplines a plus (territory optimization, quota setting, role design, etc.)

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