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Position Summary

Up to 6 months temporary assignment with HR Compensation team as a Senior Sales Compensation Analyst working onsite 5 days a week (Mon-Fri 8AM-5PM EST) at 111 Sylvan Ave Englewood Cliffs, NJ.

The Senior Sales Compensation Analyst will play a key role in the administration, analysis, and ongoing enhancement of the company’s sales incentive compensation programs. This position will partner closely with Compensation, Sales, HR, Payroll, and business leadership to ensure sales incentive plans are administered accurately, efficiently, and in alignment with business objectives.

In addition to strong sales compensation administration and analytical capabilities, this role will focus on process improvement, automation, and technology enablement. The ideal candidate will have experience working with sales compensation, sales administration, CRM, or related platforms and will help automate manual processes, improve system integrations, strengthen controls, and create a scalable sales compensation administration environment.

Key Responsibilities

Sales Compensation Administration

• Support end-to-end administration of sales incentive compensation programs, including plan setup, participant eligibility, target incentives, KPI and measure configuration, performance calculations, payout processing, and reconciliation.
• Perform quarterly, semiannual, annual, and other periodic sales incentive calculations and validate results prior to payment.
• Review sales performance and compensation data for accuracy, completeness, and consistency across source systems.
• Research and resolve sales compensation questions, calculation discrepancies, data issues, and employee or management inquiries.
• Support administration of plan changes, new hires, transfers, promotions, terminations, leaves of absence, guarantees, adjustments, and other employee events affecting incentive compensation.
• Prepare and distribute incentive statements, reports, payout files, and management review materials.
• Maintain documentation of plan rules, calculation methodologies, business processes, and administrative procedures.
• Support plan audits and maintain appropriate controls to ensure incentive payments are accurate and consistent with approved plan provisions.

Systems Platform Integration and Automation

• Serve as a key functional resource for sales compensation technology and administration platforms.
• Support the implementation, configuration, testing, integration, and ongoing optimization of sales incentive compensation or related sales administration platforms.
• Partner with HRIS, IT, Sales Operations, Finance, and Payroll to integrate data across CRM, HRIS and HCM, payroll, ERP, sales performance management, and incentive compensation platforms.
• Identify manual, repetitive, or high-risk administrative processes and develop automated or technology-enabled solutions.
• Develop and maintain automated workflows, calculation tools, reporting solutions, data validation routines, and reconciliation processes.
• Assist with requirements gathering, process mapping, data mapping, system configuration, user acceptance testing (UAT), parallel testing, implementation, and post-launch support for new systems or enhancements.
• Evaluate existing processes and recommend opportunities to simplify administration, reduce manual intervention, improve data quality, and increase scalability.
• Develop controls and exception reporting to proactively identify data, calculation, or integration issues.
• Help transition spreadsheet-based or manually intensive processes into sustainable automated solutions where appropriate.

Analytics and Reporting

• Analyze incentive compensation results, attainment, payout trends, plan effectiveness, and cost.
• Develop recurring dashboards and reporting for Compensation, Sales, Finance, and business leadership.
• Perform data reconciliations across sales, financial, HR, and payroll systems.
• Conduct ad hoc analyses related to sales performance, incentive design, payout modeling, and plan changes.
• Identify trends, anomalies, and potential risks within sales compensation data and communicate findings to stakeholders.
• Support modeling and testing of proposed incentive plan changes and payout scenarios.

Cross Functional Partnership

• Partner with Sales Operations, HR, Payroll, HRIS, IT, and business leaders to ensure incentive programs are administered effectively.
• Translate business requirements and incentive plan provisions into clear system and calculation requirements.
• Coordinate with technical teams and external vendors during platform implementations, enhancements, integrations, and troubleshooting.
• Provide guidance to managers and employees regarding incentive plan administration and calculation methodology.
• Support annual sales incentive plan design and implementation activities.

Qualifications

Required

• Bachelor’s degree in Human Resources, Finance, Business, Accounting, Information Systems, Analytics, or a related field.
• At least five years of experience in sales compensation, incentive compensation, sales operations, compensation analytics, or a related field.
• Hands-on experience administering sales incentive compensation programs with multiple performance measures and payout methodologies.
• Advanced Excel skills, including complex formulas, lookups, data validation, reconciliation, and large dataset analysis.
• Experience working with sales administration, incentive compensation, CRM, HRIS and HCM, ERP, or similar enterprise platforms.
• Demonstrated experience improving or automating administrative processes.
• Strong analytical skills and ability to reconcile data across multiple systems and identify root causes of discrepancies.
• Experience translating business requirements into system, reporting, or process requirements.
• Strong attention to detail and ability to manage time-sensitive compensation processes with a high degree of accuracy.
• Strong communication and stakeholder management skills across Compensation, Sales, Finance, HR, Payroll, and technology teams.

Preferred

• Experience implementing, integrating, configuring, or supporting a Sales Performance Management (SPM) or Incentive Compensation Management (ICM) platform.
• Experience with platforms such as Varicent, Xactly, CaptivateIQ, Forma.ai, SAP SuccessFactors Incentive Management, Oracle Incentive Compensation, or similar solutions.
• Experience with CRM platforms such as Salesforce and HRIS, HCM, or payroll platforms such as UKG, Workday, SAP, or similar systems.
• Experience with workflow and automation technologies such as Power Automate, VBA and macros, SQL, Python, robotic process automation (RPA), or comparable solutions.
• Experience with reporting and visualization tools such as Power BI, Tableau, or similar platforms.
• Experience participating in system implementations, including requirements gathering, data mapping, UAT, parallel testing, implementation, and post-production support.
• Experience supporting complex sales organizations with multiple business units, sales channels, incentive plans, and performance measures.

Key Competencies

Sales Compensation Expertise: Understands incentive plan mechanics and translates plan provisions into accurate calculations and administration.

Technology Mindset: Identifies opportunities to use systems and automation to improve recurring processes.

Process Improvement: Assesses existing processes, identifies inefficiencies and control gaps, and designs scalable improvements.

Analytical Problem Solving: Investigates discrepancies across multiple data sources and determines root causes.

Controls and Accuracy: Understands the financial and employee impact of incentive compensation and builds appropriate validation and reconciliation controls.

Cross Functional Collaboration: Works effectively across business, HR, Finance, Sales Operations, Payroll, and technology teams.

Ownership: Independently manages recurring sales compensation processes while driving longer-term improvements.

What Success Looks Like

Success in this role means delivering accurate and timely sales incentive payments while continuously improving how those payments are administered. The Senior Sales Compensation Analyst will help move the organization toward an automated, integrated, controlled, and scalable sales compensation operating model while reducing reliance on manual calculations and administrative processes.

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Benefits Offered Full-Time Employees:

• No-cost employee premiums for you and your eligible dependents for competitive medical, dental, vision and prescription benefits.
• Auto enrollment with immediate vesting of competitive company matching contributions in a 401(k) Retirement Savings Plan with several investment options.
• Generous Paid Time Off program that includes company holidays and a combined bank of paid sick and vacation time.  
• Performance based Short-Term Incentives (varies by role).
• Access to confidential mental health resources to help you and your loved ones improve your quality of life. Personal fitness goal incentives.
• Family orientated benefits such as paid parental leave and support for families raising children with learning, social, behavioral challenges, or developmental disabilities.
• Group Rate Life and Disability Insurance.

Benefits Offered Temporary/Contractors:  

• Eligible for the relevant benefit programs offered through our partner agencies.

Privacy Notice to California Applicants

Applicants who need assistance or a reasonable accommodation during the hiring process may contact our team by phone at: 973-477-7090 or support@lg4me.freshdesk.com. This email and phone number will only reply to accommodation requests and is not intended for general employment inquiries.

All qualified applicants will be considered for employment without regard to race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, protected veteran status, or any other characteristic protected by applicable federal, state, or local law.

In addition to the above, LG believes that pay transparency is a key part of diversity, equity, and inclusion. Our salary ranges take into account many factors in making compensation decisions including but not limited to skillset, experience, licensure, certifications, internal equity, and other business needs. While we consider geographic pay differentials in final offers, because we operate in many geographies where applicable, the salary range listed may not reflect all geographic differentials applied.