高级佣金预测与设计负责人
Senior Commissions Forecasting & Design Lead
我们是谁：
Motive 为从事实体运营的人员提供工具，使他们的工作更安全、更高效、更盈利。这是首次，安全、运营和财务团队可以在一个系统中管理他们的司机、车辆、设备和车队相关支出。结合行业领先的 AI 技术，Motive 平台为你提供全面的可见性和控制能力，并通过自动化和简化任务大幅减少手动工作量。
Motive 为近 10 万客户服务——从财富 500 强企业到小型企业——涵盖运输与物流、建筑、能源、现场服务、制造、农业、食品饮料、零售和公共部门等多个行业。
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职位简介：
Motive 正在寻找一位高级佣金预测与销售薪酬计划负责人。主要职责是参与 FP&A 合作的规划流程，负责佣金建模、预测及相关分析：建立方法论，维护模型，收集并验证输入数据，生成预测提交，解释差异，并为财务和业务领导层提供可决策的分析意见。
该职位还协助设计、实施并持续优化全球销售薪酬计划。该职位位于 FP&A、销售、GTM 策略与运营、财务、人力资源、法律、薪酬和业务技术的交汇点。
成功候选人将把复杂的业务目标转化为可靠、可解释的佣金预测以及清晰、可扩展、可审计的薪酬计划。他们将负责佣金预测流程，包括预测日历、模型架构、假设、运行率方法、人员编制和计划变更输入、源数据验证、预测提交、实际与预测分析、预测与计划分析，以及面向高管的分析意见。他们还将评估计划机制，识别未预见的激励或支付风险，构建分析模型，记录政策意图，主导跨职能决策，并确保批准的变更准确地转化为系统、沟通和运营流程。
这是一个高影响力的个人贡献者角色，适合能够自如地在 FP&A 预测、战略设计讨论、详细建模、政策语言、系统需求和面向现场的解释之间切换的人选。该职位与我们的 Gtm 和企业团队紧密合作。
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Who we are:
Motive empowers the people who run physical operations with tools to make their work safer, more productive, and more profitable. For the first time ever, safety, operations and finance teams can manage their drivers, vehicles, equipment, and fleet related spend in a single system. Combined with industry leading AI, the Motive platform gives you complete visibility and control, and significantly reduces manual workloads by automating and simplifying tasks.
Motive serves nearly 100,000 customers – from Fortune 500 enterprises to small businesses – across a wide range of industries, including transportation and logistics, construction, energy, field service, manufacturing, agriculture, food and beverage, retail, and the public sector.
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About the Role:
Motive is looking for a Senior Commissions Forecasting & Sales Compensation Program Lead. The primary responsibility is to own the commissions modeling, forecast and related analysis in an FP&A-partnering planning process: establish the methodology, maintain the model, collect and validate inputs, produce forecast submissions, explain variances, and provide decision-ready commentary to Finance and business leadership.
The role also assists in designs, operationalization, and continuously improving global sales compensation programs. It sits at the intersection of FP&A, Sales, GTM Strategy and Operations, Finance, People, Legal, Payroll, and Business Technology.
The successful candidate will turn complex business objectives into a reliable, explainable commissions forecast and clear, scalable, auditable compensation programs. They will own the commissions forecasting process, including the forecast calendar, model architecture, assumptions, run-rate methodology, headcount and plan-change inputs, source-data validation, forecast submissions, actuals-to-forecast analysis, forecast-to-plan analysis, and executive-ready commentary. They will also evaluate plan mechanics, identify unintended incentives or payout risk, build analytical models, document policy intent, lead cross-functional decisions, and ensure approved changes are translated accurately into systems, communications, and operating processes.
This is a high-impact individual-contributor role for someone who can move comfortably between FP&A forecasting, strategic design discussions, detailed modeling, policy language, system requirements, and field-facing explanation. This role partners closely with our GTM & Corporate FP&A teams along with our Sales Operations teams. The role must understand how plan mechanics, headcount, attainment, hiring timing, ramping, quota changes, and payout behavior affect forecast accuracy, cost, seller behavior, payout experience, and operational risk.
What You'll Do:
- Own the end-to-end commissions forecast process in partnership with FP&A and sales ops, including forecast calendar, model structure, assumptions, source data, submissions, and change control.
- Produce monthly, quarterly, and annual commissions forecasts and explain actuals-to-forecast and forecast-to-plan variances by segment, role, plan component, headcount movement, attainment, and timing.
- Establish forecast inputs and operating rhythms with Sales Ops, Finance, People, Payroll, and business leaders; document ownership, deadlines, assumptions, and evidence.
- Assist in the design and evolution of sales compensation plans across multiple segments, roles, geographies, and pay periods.
- Translate GTM strategy into measurable compensation mechanics, including quotas, crediting rules, accelerators, kickers, draws, SPIFFs, MBOs, ramping structures, and exception frameworks.
- Build models and scenario analyses to evaluate plan outcomes, behavioral incentives, fairness, payout volatility, cost implications, and implementation complexity.
- Partner with Sales Leadership, GTM Strategy and Operations, Finance, People, Legal, Payroll, and Business Technology to align on requirements, tradeoffs, approvals, and timing.
- Co-own the compensation-design workstream for major programs such as annual-plan redesigns, new-product incentives, role or segment changes, and compensation-system migrations.
- Convert approved design decisions into clear business requirements, decision logs, process documentation, test cases, and implementation-ready specifications.
- Review system outputs and reporting for alignment to policy and intended plan behavior; identify root causes when results are inaccurate, delayed, or difficult for sellers to understand.
- Establish practical governance for plan changes, exceptions, approvals, and effective dates, with a clear audit trail.
- Create and deliver enablement for sales leaders, managers, and compensation partners; explain complex mechanics clearly and confidently.
- Develop recurring performance reporting on attainment, payout behavior, plan participation, exception themes, forecast accuracy, and compensation-program effectiveness.
- Partner with FP&A on forecast submissions, executive commentary, scenario analysis, and reconciliation of forecast assumptions to approved plan design and operating data.
- Improve the seller and manager experience through clearer plan documents, better statements, self-service resources, office hours, and better intake processes.
- Support audit and IPO-readiness activities by ensuring that plan logic, approvals, controls, and evidence are complete and reusable.
- Mentor analysts and collaborate with systems and operations partners without having formal people-management responsibility.
What We're Looking For:
- 6+ years of experience in FP&A, sales compensation, incentive compensation, sales operations, revenue operations, finance, or a closely related analytical discipline, including meaningful ownership of commissions or variable-compensation forecasting.
- Demonstrated experience designing or materially changing sales compensation plans in a complex, multi-segment organization.
- Strong FP&A, analytical, and financial-modeling skills; able to work comfortably with large datasets and build transparent forecast, bridge, variance, and scenario models.
- Deep understanding of compensation mechanics such as quota allocation, attainment, crediting, accelerators, kickers, draws, ramping, clawbacks, SPIFFs, and exception handling.
- Experience partnering with FP&A and senior stakeholders and building consensus across Sales, Finance, Operations, People, and Technology.
- Ability to write clear policy language, business requirements, process documentation, and executive-ready recommendations.
- Strong systems orientation and experience with an incentive compensation management platform such as Xactly, Varicent, CaptivateIQ, Everstage, Anaplan, or an equivalent system.
- Excellent written, verbal, and presentation skills, including the ability to explain complex compensation mechanics to non-specialists.
- High ownership, attention to detail, sound judgment, and comfort operating in ambiguous, high-change environments.
Preferred qualifications
- Experience supporting a global SaaS, technology, or subscription business.
- Experience with Salesforce, Workday, Snowflake, SQL, or business-intelligence tools.
- Experience designing compensation for both new-logo and account-management organizations.
- Experience creating enablement programs, compensation hubs, FAQs, or self-service resources.
Pay Transparency
Your compensation may be based on several factors, including education, work experience, and certifications. For certain roles, total compensation may include restricted stock units. Motive offers benefits including health, pharmacy, optical and dental care benefits, paid time off, sick time off, short term and long term disability coverage, life insurance as well as 401k contribution (all benefits are subject to eligibility requirements). Learn more about our benefits by visitingMotive Perks & Benefits.
The compensation range for this position will depend on where you reside. Motive uses three geographic zones to determine pay range. For this role, the compensation ranges are:
San Francisco, California
$132,000—$182,000 USD
U.S. metropolitan areas: Los Angeles, San Diego, New York City Area, Seattle, Washington D.C.
$115,000—$158,000 USD
Other locations in the United States
$114,000—$157,000 USD
Pay Transparency
Your compensation may be based on several factors, including education, work experience, and certifications. For certain roles, total compensation may include restricted stock units. Motive offers benefits including health, pharmacy, optical and dental care benefits, paid time off, sick time off, short term and long term disability coverage, life insurance as well as 401k contribution (all benefits are subject to eligibility requirements). Learn more about our benefits by visitingMotive Perks & Benefits.
The compensation range for this position will depend on where you reside. For this role, the compensation range is:
Canada
$120,000—$165,000 CAD
Creating a diverse and inclusive workplace is one of Motive's core values. We are an equal opportunity employer and welcome people of different backgrounds, experiences, abilities and perspectives.
Please review our Candidate Privacy Notice here.
UK Candidate Privacy Notice here.
The applicant must be authorized to receive and access those commodities and technologies controlled under U.S. Export Administration Regulations. It is Motive's policy to require that employees be authorized to receive access to Motive products and technology.
Regarding US-based roles, depending on your role and primary work location, Motive Technologies, Inc. (“Employer”) discloses candidates may be required to execute a non-compete covenant with the Employer. This requirement does not apply to lawyers, interns, or employees working in CA, MN, MT, ND, OK, or where otherwise prohibited by law.
Non-compete covenant terms in all other jurisdictions will be subject to the applicable statutory requirements, including but not limited to, procedures, industry related prohibitions, or salary and compensation thresholds.
All job postings are for existing vacancies. Please note; some interviews or new-hire training sessions may be held in person at one of our global offices.
Originally posted on Himalayas