camunda - Senior Manager, Revenue Operations

• Own the strategic design of annual sales compensation programs for all eligible roles and adjust for market conditions, competitive landscape, and business priorities • Benchmark compensation against market data and peer software companies; conduct pay equity analysis and recommend adjustments to ensure competitiveness and fairness • Design commission structures, accelerators, quotas, and incentive mechanics that drive desired sales behaviors and align with revenue goals • Design and own SPIFF and other incentive programs outside of the official incentive plan • Lead cross-functional design reviews with Sales, Finance, and executive leadership to validate programs before launch • PROGRAM IMPLEMENTATION & OPERATIONS • Manage the end-to-end program launch calendar; coordinate cross-functional efforts and communicate timelines, changes, and deadlines to stakeholders • Build and maintain the primary source of truth for all compensation program documentation, including plan documents, commission schedules, quota assignments, and policy guidelines • Configure compensation programs in Xactly and SFDC; validate data integrity, test calculations, and ensure system configurations reflect approved plan design • Develop training materials and lead training sessions for sales teams on compensation plan mechanics, commission calculations, and incentive rules • GOVERNANCE & COMPLIANCE • Ensure compensation programs comply with applicable laws, regulations, and company policies across all geographies where we operate • Manage exceptions, disputes, and appeals related to commissions, quotas, and incentive payouts; work with VP RevOps, Finance and HR to resolve efficiently and fairly • Maintain audit trails and documentation for all material compensation decisions and changes • ANALYTICS & REPORTING • Build dashboards and reports to monitor role based performance metrics, compensation spend, payout distributions, plan attainment, and ROI on incentive investments. Including SPIFF reporting metrics • Conduct post-program analysis (win/loss, attainment distribution, program metrics) and deliver insights to leadership on plan effectiveness • Recommend program adjustments mid-year based on market shifts, business performance, and feedback from sales leaders • CROSS-FUNCTIONAL COLLABORATION • Partner with VP of RevOps to align compensation with business strategy and sales priorities; maintain regular feedback loops with Sales Leaders • Work directly with Commission Accounting on attainment data, payouts, calculations and discrepancies • Collaborate with Finance on budgeting, forecasting, and year-end reporting of incentive spend • Work with People Operations on equity, total rewards strategy, and talent retention initiatives • Communicate compensation strategy and changes to the broader organization with clarity and confidence • We offer competitive, fair, and transparent compensation. Salary ranges are location-based, with Standard and Major markets (global tech hubs) reflecting local competition. • The Annual Total Target Cash (base salary + 100% variable target, where applicable) shown below spans from the minimum in a Standard market to the maximum in a Major market. Final offers depend on skills, experience, and location, and we typically hire in the first half of the range to allow room for growth: • United States: $192,300.00 to $310,100.00 • United Kingdom: £120,800.00 to £198,600.00 • Singapore: S$238,900.00 to S$358,300.00 • If you’re based elsewhere, you’ll be hired via Remote.com http://Remote.com (our global employer partner), and your Talent Acquisition Partner will provide a personalized Total Rewards Calculator after your first interview. • Equity: We also offer equity (where applicable) through our Virtual Stock Option Plan (VSOP) https://docs.google.com/document/d/1hoyQAPTZ5nV7J47D9n3yqK5hhLj160Xf36iyqEXNOWE/edit?tab=t.0#heading=h.2qon7r4kdfe1. • We invest in your wellbeing, growth, and ability to connect, along with perks that support you no matter where you’re based. Our benefits are globally designed and locally delivered where applicable. • Remote & Flexible: Work from anywhere with the setup that suits you, home office budget, co-working space support, and flexible time off to recharge when you need it. • In Person Connection: We invest in meaningful face time through our Annual Kickoff (Vienna in 2025, Madrid in 2026!), team offsites, and Camundi Connection Budgets, including contributing to meetups while travelling,, and local gatherings with fellow Camundi. • Health & Wellbeing: Access locally tailored healthcare, Modern Health for global mental wellbeing, and our Live Well Lifestyle Spending Account (LSA), a flexible, global benefit that puts you in control of your whole life, not just work, from: staying active, to caring for family, exploring personal passions, meaningful experiences, and investing in your financial wellbeing. The Live Well program launches in 2026 and scales to €1,000 annually from 2027. • Financial Security: Retirement and pension plans (often with company contributions), plus life and disability insurance where relevant. • Professional Growth: Up to $/€/£1,000 per year for self-driven learning: courses, certifications, books, you decide! • AI in our hiring process: Camunda may use AI tools to aid the screening of applications and during the interview process. You can learn more here https://camunda.com/ai-in-our-interviewing-process/