Sr. Manager, Sales Compensation & Strategy

About the role

The Senior Manager, Sales Compensation & Strategy is entrusted with the complete lifecycle of WatchGuard's global sales compensation programs, owning design, modeling, and execution from start to finish. This position serves as a critical strategic advisor to the go-to-market leadership team, ensuring that every incentive plan directly supports the broader company strategy. The role operates at the intersection of Sales, Marketing, Finance, and Revenue Operations, requiring fluency in the language and priorities of each function. A core focus is maintaining financial integrity while building programs that are scalable, efficient, and capable of supporting rapid growth. The position manages a global commission population that currently exceeds 200 team members and will soon expand as the team builds out a dedicated function. Success in this role is defined by the ability to balance detailed administrative precision with high-level strategic influence. An immediate and urgent priority involves modernizing performance measurement, specifically leading the complex transition from a Total Contract Value-based framework to an Annual Recurring Revenue-based framework.

A Day in the Life

Each day presents distinct challenges and focuses, requiring a blend of analytical rigor and operational discipline. One morning may involve a deep dive into a financial model that assesses the cost and behavioral effects of shifting a compensation plan from TCV to ARR, analyzing multiple scenarios to guide leadership decisions. Later, the same individual partners with Sales leadership and the Finance Planning and Analysis team to define quota levels for the upcoming Annual Operating Plan, translating business targets into achievable sales goals. Questions from Revenue Operations regarding how to incentivize a new sales channel are investigated and answered with data-driven recommendations. The role requires refining a Power BI dashboard so that leadership can instantly view attainment metrics, identify trends, and make timely adjustments. Process gaps related to the administration of commission agreements are identified and flagged for correction, ensuring compliance and accuracy. Detailed calculations are executed to ensure commissioned team members receive accurate payments on schedule, maintaining trust and transparency. Throughout the day, the individual moves fluidly between strategic modeling and hands-on administrative work. They act as the connective tissue between Operations, Finance, and the field, converting high-level company strategy into specific compensation metrics that drive intended outcomes.

Key Facts

What you'll do

• Design future-state plans that guide the global shift from Total Contract Value toward Annual Recurring Revenue measurement, defining the structural blueprint for new programs.
• Analyze cost impacts and behavioral patterns within models to reveal the financial consequences of potential incentive changes before implementation.
• Set quotas in close collaboration with Sales leadership and FP&A to define accurate and achievable targets for the Annual Operating Plan cycle.
• Interpret specific requests from Revenue Operations to define incentives for emerging sales channels, ensuring alignment with market conditions.
• Refine Power BI dashboards to provide leadership with clear, real-time visibility into current attainment levels and performance against targets.
• Identify weaknesses in commission administration processes to highlight and prioritize opportunities for efficiency improvements.
• Execute detailed calculations on a regular basis to ensure commissioned team members receive accurate payments on schedule without error.
• Translate ambiguous company strategy into specific, measurable compensation metrics that connect operations, field teams, and finance objectives.
• Partner with Finance to validate models, ensuring compliance with accounting standards and internal controls related to compensation.
• Serve as the primary point of contact for cross-functional stakeholders seeking insights into sales compensation design and performance.
• Document compensation plans and business rules thoroughly to enable scalability and ease of use for future team members.
• Lead projects independently, managing timelines and dependencies to deliver complex compensation initiatives on schedule.
• Assess the effectiveness of existing plans by analyzing key performance indicators and recommending data-backed adjustments.
• Mentor junior team members on best practices for compensation analysis and financial modeling as the team structure develops.
• Collaborate with legal and HR to ensure all compensation agreements adhere to company policies and regulatory requirements.
• Support the development of sales playbooks by providing compensation insights that reinforce desired selling behaviors.
• Maintain a proactive stance in identifying market trends that may necessitate changes to the compensation structure.

Requirements

Three to five years of relevant experience in sales operations or similar roles is required to ensure a deep understanding of the function.

Hands-on experience with Total Contract Value and Annual Recurring Revenue concepts is necessary to navigate the current strategic shift.

Advanced skills in using Power BI for reporting and analysis must be demonstrated through a portfolio or previous work examples.

Strong quantitative abilities are required to manage complex models and interpret large volumes of financial data accurately.

Effective communication skills are required when interacting with both technical partners and business leaders at all organizational levels.

A high degree of attention to detail is mandatory to ensure the accuracy of calculations and the integrity of compensation programs.

The ability to manage multiple priorities in a fast-paced environment is essential to meet deadlines and support the business.

Proficiency with Salesforce is expected to access and manipulate sales data required for compensation calculations.

A commitment to maintaining confidentiality is required when handling sensitive financial and personnel data.

The capability to work independently with minimal supervision is necessary to drive projects to completion.

Strong problem-solving skills are required to diagnose issues and implement effective solutions in compensation plans.

Willingness to collaborate across global teams is necessary to align compensation strategies with regional market practices.

An understanding of SaaS or subscription-based revenue models is preferred to align incentives with recurring revenue goals.

Nice to have

Experience in technology or security sectors is preferred, providing context for the specific challenges of the industry.

Practical notes

Details must be confirmed prior to the start of employment.

The standard work week is 40 hours.

This role may involve travel to meet with key customers or stakeholders as business needs require.

Employment eligibility to work in the United States is required for this position.

Candidates must pass a background check to satisfy security requirements for the role.

The start date is contingent upon successful completion of the hiring process and background verification.