Director, Sales Compensation Strategy

Your work days are brighter here.

Were obsessed with making hard work pay off for our people our customers and the world around us. As a Fortune 500 company and a leading AI platform for managing people money and agents were shaping the future of work so teams can reach their potential and focus on what matters most. The minute you join youll feel it. Not just in the products we build but in how we show up for each other. Our culture is rooted in integrity empathy and shared enthusiasm. Were in this together tackling big challenges with bold ideas and genuine care. We look for curious minds and courageous collaborators who bring sun-drenched optimism and drive. Whether youre building smarter solutions supporting customers or creating a space where everyone belongs youll do meaningful work with Workmates whove got your return well give you the trust to take risks the tools to grow the skills to develop and the support of a company invested in you for the long haul. So if you want to inspire a brighter work day for everyone including yourself youve found a match in Workday and we hope to be a match for you too.

About the Team

About the Role

The Commercial Strategy & Acceleration team serves as the connective thread across GCO bringing together Strategy & Planning Pricing and Compensation & Analytics to create alignment consistency and clear standards in how Workday goes to market. The team works closely with Global Revenue functions such as Customer Success VIP SDR AI GTM and Specialized Sales to shape a unified customer journey reduce friction and scale successful motions across regions. By partnering deeply with Geo CX and Partner leaders the organization aims to enable faster better decisions that drive durable customer value and long-term growth for this role you will be tasked with leading the following:

Compensation Design & Strategy

• Lead end-to-end design of annual and in-year compensation plans for direct sellers and overlay roles.

• Align compensation structures with Workdays GTM priorities including new business expansion retention and AI offerings.

• Design pay curves accelerators and performance levers that incent the right behaviors while managing financial risk.

Quota Partnership with Finance

• Partner with Finance and Revenue Operations on quota-setting methodology and deployment.

• Ensure compensation mechanics align with territories quotas and fiscal planning.

• Support governance processes for true-ups exceptions and complex deals.

Incentive Innovation

• Identify sales performance gaps and design targeted incentives such as SPIFFs and pilots.

• Measure incentive effectiveness and iterate based on data and results.

Analytics & Systems

• Build and maintain compensation analytics to model outcomes before rollout and monitor performance during the year.

• Own dashboards that track attainment payouts risk and variance.

• Partner with data teams to ensure reliable and scalable compensation data infrastructure.

Governance & Leadership

• Play a key role in Workdays Compensation Governance processes.

• Act as a trusted advisor to senior leaders in Sales Finance and Revenue Operations.

• Translate complex compensation concepts into clear actionable insights.

About You

Basic Qualifications:

• 8 years experience in end-to-end sales compensation plan design (annual and in-year) for direct sellers and overlay roles.

• 8 years experience aligning compensation structures with GTM strategies (e.g. new business expansion retention AI offerings).

• 8 years experience partnering with Finance and Revenue Operations on quota-setting methodologies and compensation mechanics.

• 3 years of in a people management role

Other Qualifications:

• Strong analytical skills with experience building and maintaining compensation analytics modeling outcomes and owning performance dashboards.

• Experience identifying sales performance gaps and designing targeted incentives (SPIFFs pilots).

• Excellent communication and advisory skills capable of translating complex compensation concepts into actionable insights for senior leaders.

• Familiarity with governance processes for compensation and quota management.

Workday Pay Transparency Statement

The annualized base salary ranges for the primary location and any additional locations are listed below. Workday pay ranges vary based on work location. As a part of the total compensation package this role may be eligible for the Workday Bonus Plan or a role-specific commission/bonus as well as annual refresh stock grants. Recruiters can share more detail during the hiring process. Each candidates compensation offer will be based on multiple factors including but not limited to geography experience skills job duties and business need among other things. For more information regarding Workdays comprehensive benefits please click here.

Additional Considerations:

Our Approach to Flexible Work

With Flex Work were combining the best of both worlds: in-person time and remote. Our approach enables our teams to deepen connections maintain a strong community and do their best work. We know that flexibility can take shape in many ways so rather than a number of required days in-office each week we simply spend at least half (50%) of our time each quarter in the office or in the field with our customers prospects and partners (depending on role). This means youll have the freedom to create a flexible schedule that caters to your business team and personal needs while being intentional to make the most of time spent together. Those in our remote home office roles also have the opportunity to come together in our offices for important moments that matter.

Pursuant to applicable Fair Chance law Workday will consider for employment qualified applicants with arrest and conviction records.

Workday is an Equal Opportunity Employer including individuals with disabilities and protected veterans.

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