Sales Compensation Lead

About the role

Global variable pay and total rewards initiatives move forward through this role, with responsibility for sales compensation design and execution. Data-driven analysis of compensation metrics supports business decisions for the Total Rewards team across markets and regions.

Sales roles connect a company's product with the customers who need it. Representatives research accounts, run demos, handle objections, and close deals. The work is quota driven and moves quickly. Strong sellers combine listening skills with product knowledge and steady follow through. Sales roles reward consistent activity and honest qualification of deals. Most companies use a defined sales process, and reps are trained on it before being left on their own.

Key facts

What you'll do

Sales compensation and variable pay are calculated, managed, and optimized for global sales teams, including commissions, incentives, MBO Plans, and SPIFFs. Job architecture is driven and participated in, including job evaluation, position grading, and maintenance of the Job Framework. Total Rewards reports, dashboards, and detailed cost analyses are designed and produced to support data-driven decisions.

Requirements

A Bachelor's degree in Human Resources or a related field is required. A Master's degree or recognized professional certification in Compensation and Benefits is preferred. Over five years of experience in a Global Total Rewards team within a global, matrixed, and rapid-growth organization is required, with preference for tech or digital media industries. An analytical mindset that is highly quantitative, data-driven, and detail-oriented handles sensitive employee and compensation data. Advanced knowledge and proven experience with Google Workspace (Sheets, Docs, Slides, Sites) and Microsoft Office (Excel, Word, PowerPoint) is required, along with solid working knowledge of HCM systems such as Workday. Full professional proficiency in English is required, and Spanish fluency is preferred. The resilience to successfully develop and roll out large-scale Total Rewards projects is necessary. A positive, collaborative, and "can-do" attitude elevates the surrounding team.

Practical notes

This role is based in Madrid, Spain, for full-time work. Typical interview steps

Sales hiring often includes a role play, a discovery call simulation, and a presentation. Candidates may be asked to pitch a product to a panel or handle a tough objection. Behavioral questions focus on past quota attainment and deal history. Energy and preparation matter. Interviewers often simulate the job in the interview itself, so be ready to run a short discovery call or demo. Practicing your own sales pitch out loud helps.

Good to know

Roles in this field often use advanced analytics to guide compensation decisions and ensure internal equity. Collaboration across HR, Finance, and Sales Operations is common in global compensation programs. Tools such as spreadsheets, HRIS platforms, and data visualization applications support total rewards workflows. Staying current on legislation and industry compensation trends is a standard part of the role.

Questions to ask

Worth asking in any interview: how the team measures success, who the role works with daily, what the onboarding looks like, and what the company is trying to achieve this year. Asking what past hires did well is a strong final question. Keep the list short and pick the questions that matter most to you.

Career growth

Sales careers can move from SDR or associate to account executive, senior AE, manager, and director roles. Some sellers move into partnerships, account management, or revenue operations. Compensation typically mixes a base with commission tied to results. High performers in sales typically move into larger accounts, team leadership, or sales operations. Quota history and references carry the most weight in promotion.