HP Sales Compensation Design Strategy Manager

Job Summary

La información a continuación detalla los requisitos del puesto, la experiencia esperada del candidato y las cualificaciones correspondientes.

HP is seeking an expert in Sales Compensation Design Manager to lead the design, governance, and execution of sales incentive and quota programs across a complex, multi-channel go-to-market model. This role sits at the intersection of strategy, analytics, and execution, ensuring compensation and quota frameworks drive the right sales behaviors, support margin and growth objectives, and scale globally with consistency and transparency.

Description

HP is seeking an expert in Sales Compensation Design Manager to lead the design, governance, and execution of sales incentive and quota programs across a complex, multi-channel go-to-market model. This role sits at the intersection of strategy, analytics, and execution, ensuring compensation and quota frameworks drive the right sales behaviors, support margin and growth objectives, and scale globally with consistency and transparency.

The ideal candidate is both strategic and hands‑on, with proven experience leading compensation design and quota planning in large, matrixed organizations and serving as a trusted advisor to Sales, Finance, and Executive leadership.

Key Responsibilities

• 
  
• Lead the end‑to‑end design of global sales compensation plans across direct, indirect, overlay, and specialist roles
  
• Manage a team of regional experts to drive global coordination of strategies, programs and processes
  
• Ensure plans are aligned to HP’s growth strategy, product mix, margin objectives, and channel model
  
• Balance simplicity, scalability, and motivational impact while maintaining governance and compliance
  
• Translate strategic priorities into measurable incentive mechanics (rates, accelerators, thresholds, SPIFFs)
  

Quota Planning & Deployment

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• Own annual and in‑year quota planning cycles across regions, segments, and roles
  
• Develop quota methodologies that ensure fairness, achievability, and differentiation, grounded in data and historical performance
  
• Partner with Sales Operations, Finance, and GTM leaders to align quotas to revenue targets and capacity models
  
• Drive consistent quota allocation processes, timelines, and approval frameworks globally
  

Analytics, Insights & Performance Management

• 
  
• Establish performance analytics to evaluate plan effectiveness, quota attainment, pay‑for‑performance, and ROI
  
• Identify trends, risks, and unintended behaviors and recommend plan or quota adjustments
  
• Deliver clear executive‑level insights and scenario modeling to support decision‑making
  

Leadership & Stakeholder Management

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• Act as a trusted advisor to senior Sales and Finance leadership
  
• Lead and develop a high‑performing compensation and quota planning team
  
• Influence across a matrixed organization without direct authority
  
• Navigate ambiguity and competing priorities with executive presence and clarity
  

Required Qualifications

• 
  
• 10+ years of progressive experience in sales compensation and quota planning
  
• Proven leadership experience in a large, international, matrixed organization
  
• Deep expertise in compensation plan design and quota methodologies across multiple sales roles and international complexity
  
• Strong analytical skills with the ability to translate data into executive‑ready insights
  
• Experience leading annual planning cycles with complex stakeholder alignment
  
• Advanced knowledge of SPM/ICM platforms (e.g., SAP SuccessFactors, Xactly, Varicent, Forma, or similar)
  

Preferred Qualifications

• 
  
• Experience in technology, hardware, or hybrid product/services sales models
  
• Fluency in Business English (both verbal and written)
  
• Bachelor or Master’s degree in Business, Finance, or related field
  
• Demonstrated experience leading transformations in highly complex matrixed organizations
  

Success Metrics (First 12–18 Months)

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• On‑time, high‑quality delivery of annual compensation and quota cycles
  
• Improved quota attainment correlation to performance and reduced plan complexity
  
• Increased confidence and trust from Sales leadership in incentive fairness & effectiveness
  
• Measurable reduction in manual processes and exception handling
  
• Clear linkage between incentives, sales behavior, and business outcomes
  

Sales and Services Entity (ES11)

We’re looking for visionaries who are ready to make an impact on the way the world works. At HP, the future’s yours to create!

Job

Business Planning

Schedule

Full time

Shift

No shift premium (Spain)

Equal Opportunity Employer (EEO)

HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation or any other characteristic protected by applicable national, federal, state, and local law(s). Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence. xghoner For more information, review HP’s EEO Policy or read about your rights as an applicant under the law here: "Know Your Rights: Workplace Discrimination is Illegal".

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