Sales Compensation Manager

8x8, Inc. (NASDAQ: EGHT) believes that CX limits were meant to be shattered. We connect people and organizations through seamless communication on the industry's most integrated platform for Customer Experience—combining Contact Center, Unified Communications, and CPaaS APIs. The 8x8® Platform for CX integrates AI at every level to enable personalized customer journeys, drive operational excellence and insights, and facilitate team collaboration.

We help customer experience and IT leaders become the heartbeat of their organizations, empowering them to unlock the potential of every interaction. With one platform, one ecosystem, and one data model, you can turn every team into a customer-facing team and unify your CX to conquer the complexity. 

As an organization, we are looking for Team8s who are AI-proficient, open to innovation, and skilled in leveraging AI for efficiency and growth.

Learn more on our company website at www.8x8.com follow our pages on LinkedIn, Twitter, Facebook and Instagram.

We are seeking a mid-level Compensation Manager to join our Revenue Operations team and drive the optimization of our sales compensation programs. In this role, you will simplify and enhance compensation plans, improve quota management, and support tool transitions amid organizational changes. The ideal candidate has experience in similar environments, excels at fostering cross-functional alignment, and possesses strong organizational and communication skills to align incentives with company growth objectives.
Responsibilities

• Design, refine, and implement sales compensation plans for direct sellers and partner/channel/reseller teams, ensuring simplicity while incentivizing behaviors that support growth in new logos, partnerships, and revenue retention and align to the overall company strategy.

• Lead the migration of tools for quota and territory planning, including data mapping, testing, and training to improve organization and visibility.

• Evaluate and recommend commissions management tools, and support their implementation to automate calculations, reduce errors, and enhance transparency for sellers and leaders.

• Analyze compensation data from Salesforce, Customer Success platforms, and other sources to calculate incentives, track performance against quotas, and resolve disputes related to commissions or credits.

• Improve communication and visibility by developing dashboards, reports, and regular updates for sales teams and leadership, addressing current gaps in quota management and plan documentation.

• Foster better alignment across teams (Sales, Rev Ops, Customer Success, Finance Commissions, leadership) through collaborative workshops, process documentation, and stakeholder engagement.

• Consolidate and organize existing compensation and quota data from multiple Google Sheets into centralized, structured systems with defined contributors, deadlines, and audit trails.

• Conduct market analyses and benchmarking to ensure competitive compensation structures that attract and retain top talent.

• Monitor plan effectiveness, forecast incentive payouts, and provide insights to leadership on adjustments needed to mitigate churn and align with business goals.

• Handle ad-hoc projects related to compensation policy updates, compliance, and process improvements in a changing environment.

Qualifications

• Bachelor's degree in Business, Finance, Human Resources, or a related field.

• 4-7 years of experience in sales compensation, incentive design, or revenue operations, preferably in a SaaS company.

• Proven track record managing compensation plans in scenarios involving system transitions, turnover, or disorganized processes.

• Strong proficiency with Salesforce, Google Sheets/Excel, and compensation tools; experience with Anaplan, Pigment, Spiff, Everstage, or CaptivateIQ is highly preferred.

• Excellent analytical skills with the ability to handle large datasets, perform complex calculations, and derive actionable insights.

• Demonstrated experience improving cross-functional alignment and communication in compensation-related initiatives.

• Deep understanding of sales incentives based on metrics like sales attainment, net churn, and retention, including direct vs. channel/partner models.

• Exceptional organizational skills, with a knack for simplifying complex processes and establishing clear timelines/deadlines.

• Strong verbal and written communication skills, with the ability to explain technical concepts to non-experts.

Preferred Skills

• Familiarity with quota setting methodologies and forecasting in high-growth environments.

• Experience in a mid-sized or scaling company with multiple plan variations.

• Knowledge of legal/compliance aspects of compensation in sales roles.

• Proficiency in data visualization tools (e.g., Tableau) for enhancing visibility.

Reporting and Location

This role reports to the Director of Revenue Operations and has one direct report. The position is remote within the US, with potential openness to candidates in Manila or London.

The compensation range reflects the Company’s good faith belief at the time of posting. 8x8 has different base pay ranges for different work locations within the United States, which allows us to pay employees competitively and consistently in different geographic markets. The range above reflects the potential base pay across the U.S. for this role; the applicable base pay range will depend on what ultimately is determined to be the candidate’s primary work location. Further, individual base pay depends on various factors, in addition to primary work location, such as complexity and responsibility of role, job duties/requirements, and relevant experience, knowledge, success, education and skills. Base pay ranges are reviewed and typically updated each year. Offers are made within the base pay range applicable at the time. Certain roles are eligible for additional rewards, including discretionary merit increases, bonus and/or stock. Certain roles have the opportunity to earn sales variable compensation incentives based on the terms of the plan and the employee’s role.

Salary Ranges:

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