We are looking for a highly analytical, business-minded, and growth-focused Sales Compensation Partner to join our Total Rewards team. This will report to the Total Rewards Manager and play a critical role in designing, administering, optimizing, and evolving incentive compensation plans and programs to drive revenue growth, accelerate strategic priorities, and enhance CDW Canada Sales and Service teams’ coworker and commercial partner experience.
Please note this is a 12-month contract.
Sales compensation program strategy and design
Advise Sales Leadership and HR Business Partners on sales compensation strategy to support business objectives.
Advise Senior Leadership and HR Business Partners on sales compensation strategy to support business objectives.
Build financial and behavioral impact models for proposed plan changes (e.g., threshold/accelerator adjustments), including cost scenarios, risk tradeoffs, and seller impact.
Recommend enhancements to incentive plans based on evolving business needs and historical trend data.
Ensure compensation plans drive desired coworker behaviors, customer experience and value, and long-term business outcomes.
Own day-to-day plan management for ~800 coworkers across 50+ plans.
Partner with Finance, Commissions, and Sales Programs to ensure all plan movements are captured promptly and accurately.
Manage compensation-related documentation and reports, resolve coworker and leadership queries as they arise.
Analyze sales performance and incentive plan effectiveness
Measure effectiveness of sales compensation programs against key outcomes
Deliver concise, executive-ready insights and recommendations to the Sales leadership and Canada Executive Leadership Team to improve plan ROI, cost predictability, and seller behavior.
Collaborate with Finance, Sales, and Global Compensation teams to review and enhance reporting, dashboards, and analytics
Lead automation of manual compensation plans within the Incentive Compensation Management (ICM) system, targeting automation of 30+ plans.
Lead communication, enablement, and rollout of compensation plan changes to impacted stakeholders.
Support other incentive plan programs and/or initiatives as required
Utilize AI-enabled capabilities to identify performance patterns, forecast costs, detect gaps, and generate business insights.
Research and evaluate market trends and industry best practices, stay close to the global compensation team to determine opportunities for improvement.
Conduct audits of seller Length of Service (LOS) levels to ensure accurate system records.
Monitor plan effectiveness and identify areas of risk and improvement.
Partner with Shared Services to maintain audit-ready documentation for all sales compensation plans and commission statements.
Functional skills
8+ years of progressive experience in sales or variable compensation, including strategic incentive plan design, analysis, and ongoing plan management.
Demonstrated ability to analyze sales performance and incentive plan outcomes, and translate complex data into clear, executive-ready insights and recommendations for Sales and Finance leadership.
Strong financial and analytical skills, with hands-on experience building cost, behavioral impact, and scenario models (e.g., thresholds, accelerators, seller impact).
Advanced Microsoft Excel skills, including pivot tables, lookup formulas, and creation of clear tables and charts to support leadership decision-making.
Experience managing large, complex datasets with a high degree of accuracy, attention to detail, and audit readiness.
Technical/technological skills
Experience working with HRIS platforms (preferably Workday) and Incentive Compensation Management (ICM) systems such as Varicent or Xactly.
Familiarity with SQL and/or Power BI is an asset.
Well-versed in how business models, go-to-market strategies, and customer buying behaviors evolve
Knowledgeable and experienced in leveraging sales compensation as a powerful lever for performance, growth, talent attraction and engagement, and organizational excellence
Hands-on with designing compensation programs to motivate the right behaviors, align with business strategy and enable scalable growth, and providing proactive actionable insights to business leaders to business leaders
A proven collaborator, especially with Executive-level Sales, Finance, and HR stakeholders influencing outcomes through clear communication and strong business partnership.
A professional with a very high level of discretion in handling confidential compensation and employee data.
Self-directed, results-driven, and comfortable balancing day-to-day plan operations with continuous improvement and automation initiatives.
Authorized to work in Canada.
At CDW, we strive to offer market-competitive total rewards packages to attract and retain talent. As such, we are committed to pay transparency and ensuring fair compensation for all our coworkers. Each of our roles is assigned a salary range that is informed by multiple sources of market data. We determine individual pay within a given range based on a candidate's prior experience, knowledge, skills and abilities. This approach allows us to offer competitive and equitable salaries that reflect the value and responsibilities of each role at CDW. Salaries are based on a 40-hour workweek, and paid on a bi-weekly payroll schedule.
Pay range: $ 104, 000- $ 144, 800, depending on experience and skill set
Current Opening: This posting reflects a currently available position within our organization for which we are actively recruiting.
We’re looking for people who bring curiosity, a learner’s mindset, and a willingness to engage with ever-evolving technology and tools. We value adopting AI as a partner, openness to experimentation, and a shared interest in learning together on AI. Our goal is to create a culture where AI enhances—not replaces—human creativity and decision-making. You don’t need to be an expert today; what matters is your readiness to explore, adapt, and grow with us as we integrate AI responsibly and effectively into our work.
Additionally, CDW is committed to fostering an equitable, transparent, and respectful hiring process for all applicants. During our application process, our goal is to understand your experience, strengths, skills, and qualifications. As an AI forward company, we see AI not just as a tool, but as a catalyst for new ways of thinking, creating, and communicating. We encourage candidates to embrace an AI mindset, one that’s curious, adaptive, and ready to explore what’s possible. We welcome thoughtful use of AI to expand your perspective and elevate how you share your story, while ensuring your application remains rooted in your own background, judgment, and voice.
CDW is a Fortune 500 technology solutions provider that helps businesses, government, education, and healthcare organizations achieve what’s possible through technology. What makes CDW different isn’t just what we do—it’s how we do it. At CDW we act as one—building trust, speaking candidly, and working together to achieve more. We play to win—focusing on what matters most and delivering for our customers. And we think forward—staying curious, moving fast, and continuously learning. We believe meaningful work happens when people feel supported, heard, and empowered to contribute. That’s why we think of ourselves as coworkers, not just employees—working together to solve complex challenges and deliver real impact for our customers and communities.
As a full‑stack, full‑lifecycle technology partner, CDW brings deep expertise, strong relationships, and broad industry knowledge to help turn ideas into outcomes. When you join CDW, you become part of a collaborative environment where your work matters, your growth is supported, and your contributions help shape what’s next.
Together, we deliver the full promise of what technology can do. Together, we Make Amazing Happen.
CDW is an equal opportunity employer. All qualified applicants will receive consideration for employment without regards to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status or any other basis prohibited by state and local law.
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