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Manager, Sales Compensation


Job ID R-10102432 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 Manager of Sales Compensation will support the Directors of Sales Compensation in the assessment, design, and communication of Fiserv’s sales compensation programs. This will involve creating best practice qualitative/quantitative analyses, data modeling, and recommendations. The Manager will consistently interact with internal Sales, HR, and Finance partners. The manager may also take on full client facing responsibility for some of Fiserv’s sales organizations.

Accountabilities

  • Conduct fact finding activities, including advanced data analysis, field ride-alongs, and feedback interviews to define and explore complex sales compensation related business challenges.
  • Apply problem solving and logic from fact findings activities to create initial recommendations. Recommendations should take into account a deep understanding of the problem, market benchmarks, and advantages/disadvantages of each solution option.
  • Prepare client-facing initial drafts of findings, recommendations, and implementation. Findings to be reviewed by Director and taken to Fiserv’s senior Sales, HR, and Finance leadership.
  • In accompaniment with the Director, present findings and recommendations to Sales, HR, and Finance.

Required Skills

  • Data Analysis: Strong fact-based hypotheses testing skills (e.g., data analysis), with orientation on discovering and solving sales compensation related business challenges. Ability to interpret data analysis to understand the ‘story the data is telling us’. Ability to identify follow-up analyses to further explore the issue. Advanced data modeling skills (e.g., Excel, Access, Power BI, Tableau, etc.).
  • Communication: Ability to articulate the rationale for conducting a specific data analysis, as well as the results of that data analysis. The Manager will commonly take a ‘first shot’ at articulating findings of analysis with the Directors of Sales Compensation.
  • Sales Compensation Design: the manager must have subject matter expertise in sales compensation design.

Competencies

  • 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.

Qualifications

  • Education: bachelors degree, MBA preferred
    • Certifications in sales compensation design preferred (e.g. CSCP)
  • Experience:
    • 5-8 years of experience in sales compensation and/or 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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