Director, Sales Compensation

About Bazaarvoice

At Bazaarvoice, we create smart shopping experiences. Through our expansive global network, product-passionate community & enterprise technology, we connect thousands of brands and retailers with billions of consumers. Our solutions enable brands to connect with consumers and collect valuable user-generated content, at an unprecedented scale. This content achieves global reach by leveraging our extensive and ever-expanding retail, social & search syndication network. And we make it easy for brands & retailers to gain valuable business insights from real-time consumer feedback with intuitive tools and dashboards. The result is smarter shopping: loyal customers, increased sales, and improved products.

The problem we are trying to solve: Brands and retailers struggle to make real connections with consumers. It's a challenge to deliver trustworthy and inspiring content in the moments that matter most during the discovery and purchase cycle. The result? Time and money spent on content that doesn't attract new consumers, convert them, or earn their long-term loyalty.

Our brand promise: closing the gap between brands and consumers.

Founded in 2005, Bazaarvoice is headquartered in Austin, Texas with offices in North America, Europe, Asia and Australia.

It’s official: Bazaarvoice is a Great Place to Work in the US, Australia, India, Lithuania, France, Germany and the UK!

What You'll Be Doing:

• Lead the annual sales compensation plan design process across both B2B SaaS (recurring revenue) and non-recurring revenue business models. Translate company targets into effective incentive structures and comprehensive plan documentation.
• Executive Alignment: Model compensation scenarios, present strategic plan recommendations directly to the CRO and CFO, and lead iterative revisions to land final executive approval.
• Define and maintain clear governance policies for variable compensation, including leaves of absence (LOA), guarantees, ramps, plan exclusions, exception management, and mid-year quota adjustments.
• Partner closely with HR, Revenue, and Sales Operations to gather business inputs, align on role-based metrics, ingest quotas and territories, and ensure smooth plan rollout and policy enforcement.
• Oversee the end-to-end execution and calculation of all variable comp plans within Everstage. Drive flawless payout accuracy, timely execution, and clear communication to maintain organizational trust with payees.
• Review, validate, and sign off on monthly and quarterly global commission and bonus payroll workbooks across US and international schedules prior to submission to Payroll.
• Audit and optimize operational workflows within Everstage. Partner closely with HR Operations/HRIS on data pipeline syncs (Workday to Everstage) to monitor, audit, and resolve data quality gaps (e.g., transfers, promotions, new hires).
• Maintain a solid understanding of upstream deal structure and configuration within Salesforce CPQ. Resolve complex commissioning questions tied to stair-step deals, multi-year acceleration, early renewals, and custom contract terms.
• Serve as the primary decision-maker for first-level plan exceptions, dispute resolutions, and policy interpretations, formulating firm, data-backed recommendations prior to escalation.
• Executive & Board-Level Reporting: Build and deliver performance monitoring analytics, quota/plan attainment KPIs, and commission expense insights. Deliver board-pack inputs and present quarterly performance analytics to the CFO as part of Finance Operations Quarterly Business Reviews (QBRs).
• Partner with the Enterprise Data team to define business requirements, ensure data accuracy, and maintain reporting models within the company’s data warehouse (Snowflake) and reporting platforms (Tableau).
• Partner with FP&A and Accounting to provide accurate, data-driven inputs for commission expense forecasts, month-end/quarter-end commission accruals, and capitalized commissions.
• Lead, coach, and mentor a remote team of two analysts (US and London). Set clear performance expectations, foster individual professional growth, and drive a culture of accountability and support.
• Drive continuous innovation by actively experimenting with AI tools (e.g., Gemini, Claude) to streamline analytics, automate operational workflows, and empower the broader team to adopt modern technology.

What You'll Bring:

• 8+ years of progressive experience in sales compensation or incentive management, including 5+ years of direct people management experience.
• Deep expertise designing and administering incentive plans in B2B SaaS / recurring revenue environments, along with experience accounting for non-recurring revenue models.
• Direct experience with commission management platforms (Everstage preferred, or equivalent SPM systems like CaptivateIQ, Spiff, Xactly). Advanced Excel skills for financial modeling.
• Experience partnering with HRIS systems and data pipelines (Workday to Everstage integration experience strongly preferred).
• Familiarity partnering with data teams on requirements for data warehousing and analytics platforms (Tableau and Snowflake experience is a plus).
• Operational understanding of Salesforce CPQ, deal flows, quote-to-cash processes, and complex contract mechanics (e.g., stair-steps, multi-year).
• Player-Coach Mindset: Willingness to roll up your sleeves to perform detailed analytics and operational execution while guiding strategic direction.
• Superior verbal and written communication skills with a proven ability to present complex financial models, defend plan designs, and present quarterly business results to executive leadership (CFO, CRO, VPs).
• Strong business acumen to independently evaluate exception requests and provide firm, well-reasoned recommendations.
• Strong coaching and performance management capabilities suited for a distributed, remote team environment.
• An innovative mindset with a desire to experiment with and drive team adoption of emerging technologies and AI platforms (e.g., Claude).

Why join Bazaarvoice?

Customer is key

We see our own success through our customers’ outcomes. We approach every situation with a customer first mindset.

Transparency & Integrity Builds Trust

We believe in the power of authentic feedback because it’s in our DNA. We do the right thing when faced with hard choices. Transparency and trust accelerate our collective performance.

Passionate Pursuit of Performance

Our energy is contagious, because we hire for passion, drive & curiosity. We love what we do, and because we’re laser focused on our mission.

Innovation over Imitation

We seek to innovate as we are not content with the status quo. We embrace agility and experimentation as an advantage.

Stronger Together

We bring our whole selves to the mission and find value in diverse perspectives. We champion what’s best for Bazaarvoice before individuals or teams. As a stronger company we build a stronger community.

Commitment to diversity and inclusion

Bazaarvoice provides equal employment opportunities (EEO) to all team members and applicants according to their experience, talent, and qualifications for the job without regard to race, color, national origin, religion, age, disability, sex (including pregnancy, gender stereotyping, and marital status), sexual orientation, gender identity, genetic information, military/veteran status, or any other category protected by federal, state, or local law in every location in which the company has facilities. Bazaarvoice believes that diversity and an inclusive company culture are key drivers of creativity, innovation and performance. Furthermore, a diverse workforce and the maintenance of an atmosphere that welcomes versatile perspectives will enhance our ability to fulfill our vision of creating the world’s smartest network of consumers, brands, and retailers.

As part of our final selection process, the successful candidate will be required to undergo a routine pre-employment background check. This process is strictly conditional upon your prior written consent.