Senior Compensation Operations Manager at Camunda

Job description

Camunda is the enterprise platform for agentic orchestration, enabling organizations to coordinate AI agents, people, and systems across complex, end-to-end business processes. With built-in governance, auditability, and human oversight, Camunda gives enterprises the control they need to move AI from pilots to production — safely and at scale. Trusted by over 700 organizations worldwide, including 9 of top 10 US banks, Camunda helps enterprises boost operational efficiency, accelerate time-to-value, and deliver better customer experiences. Fully remote and global, we are in the middle of something bigger: transforming into an AI-first organisation, built on our own platform. We use Agentic AI to automate, orchestrate intelligent processes, and elevate human contribution across every team. Named GP Bullhound’s Top 100 Next Unicorn list, gpbullhound.com 2025 Great Place to Work certified. Visionary in 2025 Gartner® Magic Quadrant™ page.camunda.com for Business Orchestration and Automation Technologies. ranked 3rd in Flexa's 2026 Most Flexible Companies flexa.careers, We’re growing fast and looking for top talent to join our team. If you want meaningful work, visible impact and put something genuinely rare on your CV, keep reading. About the role: Hi there! We're seeking a strategic and operationally excellent Senior Compensation Operations Manager to own the design, implementation, and governance of our enterprise sales compensation program. This senior-level individual contributor role reports to the VP of Revenue Operations and serves as the architect and steward of compensation strategy across our diverse go-to-market organization. You'll partner with GTM Leadership, Finance, and People Operations to build world-class compensation programs that attract talent, drive the right behaviors, and align with business objectives. You'll manage the full lifecycle of compensation—from design through implementation, compliance, analytics, and continuous improvement—across Account Executives, Sales Engineers, Sales Leaders, Partner Managers, Customer Success Managers, Technical Account Managers and other functions on variable compensation plans. Note: This role focuses on compensation design and operations. Our Finance team manages commission accounting and invoice processing in Xactly. What You Will Do COMPENSATION STRATEGY & DESIGN - 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 What You Will Bring to the Role REQUIRED QUALIFICATIONS - 8+ years of progressive experience in sales compensation, incentive design, or related revenue operations roles (within software, SaaS, or enterprise sales environments preferred) - Demonstrated expertise in designing and managing compensation programs for multiple sales roles and structures - Advanced proficiency with sales compensation platforms (Xactly, Anaplan, SAP SuccessFactors, or equivalent); strong data analysis and Excel skills - Deep understanding of CRM systems (Salesforce preferred) and comfort configuring objects, fields, and reporting for incentive programs - Strong project management and cross-functional collaboration skills; ability to influence without authority and manage competing priorities - Excellent communication and presentation skills; comfort translating complex compensation concepts for diverse audiences (sales teams, executives, finance, HR) - Meticulous attention to detail; strong analytical and problem-solving abilities - Familiarity with GDPR, CCPA, and other employment law considerations affecting compensation (particularly for global organizations) PREFERRED QUALIFICATIONS - Experience managing compensation programs across multiple geographic regions with different regulatory requirements - Background in financial analysis, FP&A, or accounting; understanding of revenue recognition impacts on compensation timing - Exposure to Customer Success, Services, or other non-traditional sales comp models - Certification in compensation (e.g., WorldatWork CECP, GRP) or related HR disciplines - Experience at a high-growth or publicly traded software company This role is an existing vacancy #LI-JS1 #LI-Remote #C4 What We Have to Offer: Compensation 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: $160,300.00 to $258,400.00 United Kingdom: £100,600.00 to £165,500.00 Singapore: S$199,100.00 to S$298,600.00 Germany: €103,600.00 to €171,300.00 If you’re based elsewhere, you’ll be hired via Remote.com 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) docs.google.com. Benefits & Perks 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 camunda.com ”Everyone is welcome at Camunda” — it’s a celebrated component of our culture. We strive to create an inclusive environment that empowers our people. At Camunda, we honour diverse cultures and backgrounds and are proud to be an equal opportunity employer. All qualified applicants will receive consideration without regard to gender, race, ethnicity, religion, belief, sexual orientation, age, disability or any other protected characteristics under applicable law. We are looking forward to your application! Come join us and be part of Camunda’s incredible journey: Make an impact at a pivotal moment in our story! Please be aware that scammers may impersonate Camunda by reaching out about job opportunities. Camunda will only contact candidates from an email address ending in @camunda.com camunda.com or @talent.camunda.com camunda.com. We will never ask candidates for bank account details, checks, payment, or other sensitive financial information as part of our hiring process. If you receive a suspicious message, please do not respond, click any links, or share personal information. Note for recruiting and placement agencies: Camunda does not accept unsolicited agency resumes. Please do not forward resumes to our careers site, employees, or any other Camunda contact unless we have specifically engaged your firm for that search. Camunda will not pay fees related to unsolicited resumes. For information about how your personal data is processed, please refer to Camunda’s Applicant Privacy Policy legal.camunda.com. We note that phone numbers and SMS opt-in data are not shared, sold, or rented to third parties or affiliates for marketing or promotional purposes. By opting in to SMS use, please be aware that: - Text message frequency may vary; - Standard text message and data rates may apply; and - By opting in, you will be enrolled directly in ongoing recruiting text messages from Camunda. To opt-out, simply select 'No' when prompted during your application. You can also change your preferences at any time by contacting talent-operations@camunda.com.

Requirements

Must-haves

Note: This role focuses on compensation design and operations. Our Finance team manages commission accounting and invoice processing in Xactly.
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
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
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
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

Nice-to-haves

8+ years of progressive experience in sales compensation, incentive design, or related revenue operations roles (within software, SaaS, or enterprise sales environments preferred)
Deep understanding of CRM systems (Salesforce preferred) and comfort configuring objects, fields, and reporting for incentive programs
Experience managing compensation programs across multiple geographic regions with different regulatory requirements
Background in financial analysis, FP&A, or accounting; understanding of revenue recognition impacts on compensation timing
Exposure to Customer Success, Services, or other non-traditional sales comp models
Certification in compensation (e.g., WorldatWork CECP, GRP) or related HR disciplines
Experience at a high-growth or publicly traded software company
This role is an existing vacancy
#LI-JS1 #LI-Remote #C4

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Benefits

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