Motive - Senior Commissions Forecasting & Design Lead

• Own the end-to-end commissions forecast process in partnership with FP&A and sales ops, including forecast calendar, model structure, assumptions, source data, submissions, and change control. • Produce monthly, quarterly, and annual commissions forecasts and explain actuals-to-forecast and forecast-to-plan variances by segment, role, plan component, headcount movement, attainment, and timing. • Establish forecast inputs and operating rhythms with Sales Ops, Finance, People, Payroll, and business leaders; document ownership, deadlines, assumptions, and evidence. • Assist in the design and evolution of sales compensation plans across multiple segments, roles, geographies, and pay periods. • Translate GTM strategy into measurable compensation mechanics, including quotas, crediting rules, accelerators, kickers, draws, SPIFFs, MBOs, ramping structures, and exception frameworks. • Build models and scenario analyses to evaluate plan outcomes, behavioral incentives, fairness, payout volatility, cost implications, and implementation complexity. • Partner with Sales Leadership, GTM Strategy and Operations, Finance, People, Legal, Payroll, and Business Technology to align on requirements, tradeoffs, approvals, and timing. • Co-own the compensation-design workstream for major programs such as annual-plan redesigns, new-product incentives, role or segment changes, and compensation-system migrations. • Convert approved design decisions into clear business requirements, decision logs, process documentation, test cases, and implementation-ready specifications. • Review system outputs and reporting for alignment to policy and intended plan behavior; identify root causes when results are inaccurate, delayed, or difficult for sellers to understand. • Establish practical governance for plan changes, exceptions, approvals, and effective dates, with a clear audit trail. • Create and deliver enablement for sales leaders, managers, and compensation partners; explain complex mechanics clearly and confidently. • Develop recurring performance reporting on attainment, payout behavior, plan participation, exception themes, forecast accuracy, and compensation-program effectiveness. • Partner with FP&A on forecast submissions, executive commentary, scenario analysis, and reconciliation of forecast assumptions to approved plan design and operating data. • Improve the seller and manager experience through clearer plan documents, better statements, self-service resources, office hours, and better intake processes. • Support audit and IPO-readiness activities by ensuring that plan logic, approvals, controls, and evidence are complete and reusable. • Mentor analysts and collaborate with systems and operations partners without having formal people-management responsibility.