Director, Sales Compensation Design & Administration

Sales San Antonio, Texas


PRIMARY PURPOSE:  Provides leadership, direction, and consultation on sales compensation plans, measurement, and payment.  Uses deep understanding of sales strategy and objectives to drive the design and implementation of sales incentive plans.



  • Global expert and thought leader on sales incentive compensation administration.
  • Global remit for sales incentive plan design, implementation, measurement, and payout.
  • Owns sales commission processing tools and resources.


  • Provides thought leadership and drives the utilization of best practices in the design, implementation, and communication of sales incentive plans.
  • Understands the business strategy and goals and facilitates the development sales incentive plans with a focus on driving the behaviors needed to attain goals and objectives.
  • Pursues global consistency in sales plan methodology, design, and implementation utilizing a data-driven decision process.
  • Presents incentive plans to leadership for review before implementation, including modeling, projections, and estimates.
  • Collaborates with corporate compensation team on the structure, design, and definition of sales roles.
  • Collaborates with Finance leadership for quota setting, and funding and performance of special sales incentive programs.
  • Oversees the creation of data models to measure and project the effectiveness of current and proposed sales incentive plans.
  • Develop a deep understanding of global and regional product and revenue strategies to deliver effective incentive plan design.
  • Oversees the management of commissions and incentive attainment calculation and processing systems and tools.
  • Leads the commissions processing team, ensuring appropriate calculation methodologies, auditing and documentation exists.
  • Oversees the administration of sales incentive plans through participation in the sales review board.
  • Ensures quality reporting is produced and summarized for leadership regarding sales plan effectiveness.
  • Partner with peers, sales management, and finance to provide solutions relating to strategic sales initiatives, spends, and variable compensation needs.
  • Works with subordinates to determine staffing needs and oversees the selection, hiring, training, and development of team members.


  • Retention rate



  • Establishes departmental goals and objectives ensuring alignment with business unit's strategic plan.
  • Role is engaged in leadership and strategy 100% of time.
  • Directs the activities of a broad functional area or several smaller functional areas.
  • Direct reports are managers and/or senior managers.


  • Develops, modifies and executes policies that have a company-wide effect.
  • Develops and administers departmental budget and schedules.


  • Accountable for the performance and results of one or more of the following:
    • A large strategically important discipline in a large market
    • Related disciplines/medium-sized function in a large market
    • A medium-sized discipline in a major region
  • Leads a department towards strategic goals and objectives.
  • Provides strategic planning for the department and contributes to strategic planning for the division.
  • Adapts and executes business plans and contributes to the development of functional strategies.
  • Participates in corporate development of methods, techniques and evaluation criteria for projects, programs, and people.


  • Regularly interacts with executives and major customers.
  • Advises senior leadership on developing and implementing strategic objectives.
  • Acts as a servant-leader. Inspires others to creativity and autonomy.
  • Advises Senior Leadership on business decisions.




  • Advanced knowledge of company business operations, the sales process, and tying incentives to goals and objectives.
  • Ability to turn abstract ideas into strategic outputs and lead others to develop concrete objectives.
  • Ability to apply innovative concepts and creative ideas and inspire others to achievement based on future visions.
  • Advanced leadership skills.
  • Ability to handle negotiations of extremely critical matters and deliver difficult information to leadership.
  • Ability to influence policymaking and strategic objectives for the organization.
  • Ability to lead the resolution of critical issues and lead organizational change.
  • Ability to drive success, loyalty, creativity, and vision in others.
  • Ability to drive consensus and decisions in group environments, taking into account the business needs and objectives and the impact to the sales organization.
  • Ability to champion new ideas, manage change, and execute on action plans.
  • Strong analytical and problem-solving skills utilizing data and other impacts to drive decision-making.
  • Strong project management skills and the ability to manage and influence multiple projects simultaneously.


  • Strategic Agility
    • Builds revenue, retention and reputation through commercial/product conversations, positively influencing customer considerations.
    • Grasps complex commercial and functional concepts across areas of the business, beyond area of expertise, department or division.
    • Articulates the strategic impact of the department on enterprise imperatives and translates into revenue generating roadmap for team.
    • Quickly adopts new ways of thinking and leadership styles that lend to getting the best results out of direct reports, teams, and senior leaders.
    • Takes intelligent risks and acts with future orientation, influencing the team to pivot as strategies and markets evolve.
  • Drive for Results
    • Coaches team to engage in future vision of organization in order to understand where the department can have the greatest business impact.
    • Collaboratively develops the department’s long-term plans needed to achieve the divisional strategy, allowing team members to own the detail.
    • Identifies opportunities to raise the bar and push teams outside of comfort zone in order to drive high performance and deliver beyond expectations.
    • Proactively advocates smart utilization of resources and spend, using data to underline ROI, trends and efficiencies.
    • Aligns departmental dashboards to divisional measures of success, enabling early detection of risks and opportunities.
  • Communication
    • Recalls analyst insights and information when telling the Rackspace story, referring to industry trends and future business goals.
    • Understands the voice of the customer and translates into enterprise strategy, providing meaningful direction. Helps teams to understand operational impacts on strategic imperatives.
    • Ignites passion across the department by translating departmental strategy into meaningful messages that mobilize Rackers, customers and partners in a shared direction.
    • Confidently uses functional expertise to field and answer questions from Rackers, customers, and vendors.
    • Formulates well thought, comprehensive messages with compelling business cases that inspire commitment from customers and leadership teams.
  • Growth Orientation
    • Demonstrates strong self-awareness of capabilities as a leader of a department, regularly gathering and acting upon feedback that strengthens leadership and commercial acumen.
    • Exhibits a growth mindset, role modeling the ability to shift ways of thinking and behaving that drives necessary change.
    • Holds self and direct reports accountable for developing Rackers across the function and organization, allocating resources, actively identifying opportunities and serving as mentor and coach.
    • Challenges mindsets regarding what top talent looks like and is known for creating opportunities for diverse talent to thrive and grow in the department.
    • Sets clear expectations of managers to prioritize learning as essential to organizational success in order to anticipate and pivot in a continuously changing business environment.
  • Relationship Building
    • Adapts various leadership styles to optimize effectiveness with line managers, team, peers, and senior leaders, recognizing the needs of others in solving problems with minimal disruption.
    • Creates an environment of trust by inviting others to help solve problems, ensuring follow-through on commitments, enabling reciprocal coaching and exhibiting a duty of care for others.
    • Seeks opportunities to have conversations with team members – below, across and above – that encourages idea sharing and demonstrates genuine interest in others’ points of view.
    • Forges trust-based partnerships across the enterprise, demonstrating desire to break down silos.
    • Creates and engages a robust, established network to solve problems, share best practices, and gain customers.
  • Collaboration
    • Actively considers the bigger picture, prioritizes resources as a collective and makes allocation decisions that are dependent on “First Team” priorities.
    • Troubleshoots, brainstorms and enables accountability for others’ success.
    • Encourages debate, considers all input and works together to make hard decisions, role modeling expectations of a unified front once decisions are made.
    • Proactively shares information within and outside function, breaking down silos and territorial behaviors.
    • Receptive to outside influence, thoughts and decisions, demonstrating a belief in others’ expertise and positive intent.


  • Bachelor’s degree in Business or a related field.
  • Advanced degree is common.
  • High School diploma required.


  • Requires 12+ years of professional experience in sales operations, including significant experience in sales incentive design and administration.
  • Must have a minimum of 5 years of progressively responsible people management experience.
  • Experience working closely with executive leadership to drive change in an organization.




  • Normal office environment.
  • High levels of stress may occur at times.

TRAVEL:  Occasional travel domestic and international may be required, less than 10%


  • Responsible for adhering to company security policies and procedures and any other relevant policies and standards as directed.

The above information has been designed to indicate the general nature and level of work performed by employees in this classification.  It is not designed to contain or to be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of the employee assigned to this job.


About Rackspace
We accelerate the value of the cloud during every phase of digital transformation. By managing apps, data, security and multiple clouds, we are the best choice to help customers get to the cloud, innovate with new technologies and maximize their IT investments. We have been honored by Fortune, Forbes, Glassdoor and others as one of the best places to work. Join us on our mission to build the world’s best technology services company.

More on Rackspace
Rackers aren’t all alike. We look different. We think uniquely. We are from many places and our beliefs & backgrounds vary. But, being a Racker — a valued member of a winning team on an inspiring mission – is what connects us all. Rackers are encouraged to bring their whole self to work every day, as we know that unique perspectives fuel innovation and enable us to best serve our customers & communities around the globe. We welcome you to apply today and want you to know that we are committed to offering equal employment opportunity without regard to age, color, disability, gender, gender reassignment or identity or expression, genetic information, marital or civil partner status, pregnancy or maternity status, military or veteran status, nationality, ethnic or national origin, race, religion or belief, sexual orientation, or any legally protected characteristic. If you have a disability or special need that requires accommodation, please let us know.