Sales Compensation Design Manager

At LinkedIn, our approach to flexible work is centered on trust and optimized for culture, connection, clarity, and the evolving needs of our business. The work location of this role is hybrid, meaning it will be performed both from home and from a LinkedIn office on select days, as determined by the business needs of the team. 

This role can be based in our Sunnyvale or San Francisco office. 

As a Sales Compensation Design Lead, you guide compensation strategy for business units, focusing on growth opportunities that support the go-to-market strategy. You coordinate and optimize sales compensation programs, collaborating with leaders in Sales, Sales Ops, HR, and Policy to develop effective, competitive, and compliant structures. 

The ideal candidate uses data and has deep experience in incentive design and commission modeling, offering strategic guidance, analyzing results, and resolving business challenges. 

Responsibilities:

• Lead global sales compensation strategy in partnership with business units, delivering a consolidated perspective on plan design, annual and midyear planning, pilots, and SPIFs 
• Apply strong commercial and financial acumen to evaluate the impact of compensation decisions on performance, cost, and behavior. 
• Partner with Sales Leadership, Sales Operations, Finance, HR, and GSC Policy teammates to understand business needs, identify challenges, and deliver data driven driven compensation solutions. 
• Translate complex compensation concepts into clear, compelling insights and recommendations for senior technical and nontechnical stakeholders. 
• Serve as a trusted advisor to business and functional leaders on compensation strategy and best practices. 
• Collaborate with the Global Sales Design Team on the annual design and planning calendar, ensuring alignment across Systems, Operations, and Reporting teams. 
• Assess change impacts and partner with Enablement to develop content to ensure stakeholder readiness and adoption. 
• Ensure incentive compensation programs comply with internal policies, regulatory requirements, labor laws, and financial reporting standards. 
• Partner with Global Technology Solutions and Global Operations teams to embed efficiency, scalability, and effectiveness into compensation design principles. 
• Maintain deep working knowledge of GSC systems, tools, and operational processes to support end-to-end toend program execution. 
• Analyze current state and future statestate and futurestate compensation programs (design, policy, governance, enablement) to drive coordinated improvements, track outcomes, and measure impact. 
• Drive continuous improvement across compensation analytics, processes, and tools.