Director, Sales Compensation Reporting & Enablement
The Director of Reporting & Enablement is a critical leadership role within the Global Sales Compensation & Planning organization. This position owns the strategy, governance, and execution of reporting, insights, modeling, and enablement capabilities directly supporting global sales compensation programs.
This role requires deep, hands-on Sales Compensation expertise. It is not a general analytics or enablement leadership position - it sits at the intersection of compensation design, financial modeling, incentive system reporting outputs, executive reporting, and ensuring field adoption.
The leader in this role will ensure that compensation reporting is accurate, trusted, behaviorally aligned, and audit-ready, while building scalable enablement frameworks that drive clarity and confidence across executive and sales audiences.
Own the global reporting and insights strategy for Sales Compensation programs.
Ensure reporting accurately reflects compensation design intent, crediting logic, and payout mechanics.
Deliver executive-ready performance dashboards and narrative insights to Sales Leadership, Finance, and ELT stakeholders.
Provide advanced modeling and costing support, including scenario planning and plan impact analysis.
Serve as the final validation layer ensuring incentive integrity before insights are distributed.
Partner closely with Global Sales Compensation & Planning leadership on:
Plan cost modeling
Accrual forecasting
Behavioral impact analysis
Trade-off and scenario modeling
Translate compensation outcomes into clear financial narratives for Finance and executive partners.
Support audit and governance requirements with documented controls and defensible reporting structures.
Lead readiness and enablement strategy for global plan rollouts and mid-year changes.
Ensure clear communication of plan mechanics, performance tracking, and payout drivers.
Oversee development of training, messaging, SOPs, and field-facing materials.
Anticipate and proactively mitigate confusion, escalations, and misinterpretation.
Establish scalable reporting frameworks, standards, and documentation.
Ensure alignment between compensation systems (SPM/ICM), data sources, and reporting outputs.
Drive continuous improvement in processes, controls, and reporting automation.
Act as a strategic partner to Sales Leadership, Finance, HR, and RevOps.
Provide subject matter expertise in compensation reporting discussions and executive forums.
Build and lead a high-performing team across reporting, analytics, and enablement disciplines.
12+ years of progressive specifically experience in Sales Compensation, Incentive Planning Management, or Sales Performance Management.
Demonstrated expertise in compensation plan design mechanics, crediting structures, quota modeling, and payout calculations.
Strong experience building and validating compensation reporting tied directly to plan logic.
Proven ability to translate complex compensation outcomes into executive-level insights.
Experience supporting financial modeling, accrual forecasting, and audit/compliance requirements.
Advanced analytical capability with strong business judgment.
Exceptional stakeholder management and executive communication skills.
Experience with leading SPM/ICM platforms (e.g., Xactly, SAP ICM, Varicent, Forma AI).
Global compensation program experience across multiple regions.
Background operating within a SOX-controlled or audit-sensitive environment.
Experience building reporting and enablement capabilities from the ground up.
The pay range for this role is $166,050 to $265,700 USD annually with additional opportunities for pay in the form of bonus and/or equity (applies to United States of America candidates only). Pay varies by work location, job-related knowledge, skills, and experience.
HP offers a comprehensive benefits package for this position, including:
Health insurance
Dental insurance
Vision insurance
Long term/short term disability insurance
Employee assistance program
Flexible spending account
Life insurance
Generous time off policies, including;
4-12 weeks fully paid parental leave based on tenure
11 paid holidays
Additional flexible paid vacation and sick leave (US benefits overview)
The compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law.
Business Planning
Full time
No shift premium (United States of America)
No
HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation or any other characteristic protected by applicable national, federal, state, and local law(s).
Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence.
For more information, review HP’s EEO Policy or read about your rights as an applicant under the law here: “Know Your Rights: Workplace Discrimination is Illegal"
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$166,050 – $265,700
Base + Bonus · Other Equity
