Director, Sales Compensation

Grow Your Career with GTT!

Join GTT to be part of a global mission to simply and securely connect people and data through innovative, AI-driven solutions. We empower curious, adaptive professionals to take ownership of their work, offering a culture where your ideas have a visible, real-world reach. If you are energized by complex challenges and a supportive team that lifts each other up, GTT is the place to build a rewarding career.

About the Role:

The Director, Sales Compensation is a senior leadership role within GTT’s Global Sales Operations organisation, accountable for the end-to-end design, governance, execution, and continuous optimisation of global sales compensation programmes. This role operates as the single accountable owner for sales compensation strategy and execution across Enterprise, Wholesale, Channel, and Customer Success motions, ensuring plans are commercially effective, financially controlled, operationally scalable, and auditable.

The Director partners closely with Sales Leadership, Finance, and Human Resources to translate business strategy into compensation frameworks that drive the right behaviours while maintaining strong governance, cost discipline, and clarity for sellers. The role also chairs and leads the Commission Review Board (CRB) and acts as the company’s senior authority on compensation exceptions, dispute resolution, and precedent management. This is a hands-on leadership role requiring both strategic judgement and deep operational fluency.

Key Responsibilities

Sales Compensation Strategy & Plan Design

• Own the annual and multi-year sales compensation strategy, ensuring alignment to GTT’s go-to-market model, revenue priorities, and financial plans.
• Lead the end-to-end annual plan design process, including role definition, measures, mechanics, pay mix, quotas/targets, accelerators, caps, and guardrails.
• Ensure compensation plans are simple to understand, scalable to administer, and defensible under audit.
• Translate evolving business models (e.g. product mix, customer lifecycle, renewals, overlays) into appropriate compensation constructs.

Governance, Risk & Exception Management

• Chair and lead the Commission Review Board, with accountability for:
  • Exception governance and precedent control
  • Policy interpretation and enforcement
  • Risk assessment and mitigation
• Establish and maintain clear compensation governance frameworks, including documentation standards, approval thresholds, and escalation paths.
• Act as final decision authority on complex compensation disputes and non-standard scenarios.
• Partner with Finance and Internal Audit to ensure SOX compliant processes and controls.

Operational Execution & Analytics

• Oversee the ongoing administration and performance monitoring of compensation plans throughout the year.
• Define and review monthly and quarterly performance reporting, including attainment, earnings, plan effectiveness, and cost-of-sales analysis.
• Lead quarterly and annual executive compensation reviews, clearly articulating outcomes versus intent.
• Identify plan leakage, unintended behaviours, or operational friction and drive corrective action.

Systems, Tools & Process Ownership

• Own the sales compensation systems roadmap, ensuring tools support accuracy, transparency, scalability, and automation.
• Act as business owner for sales compensation platforms (e.g. Xactly, Anaplan, or equivalent), partnering with IT and vendors.
• Ensure data integrity across CRM, finance, and compensation systems (e.g. Salesforce, billing, ERP).
• Drive continuous process improvement to reduce manual effort, rework, and exception volume.

Leadership & Stakeholder Partnership

• Directly manage and develop Sales Compensation resources, setting analytical priorities and quality standards.
• Serve as a trusted advisor to senior Sales, Finance, and HR leaders on compensation related decisions.
• Lead seller and leader facing education and communication, ensuring plans are clearly understood and consistently applied.
• Provide clear, data backed recommendations in high judgement and time sensitive scenarios.

Incentives & Special Programmes

• Design and govern SPIFFs, promotions, and tactical incentive programmes, ensuring alignment to core plans and avoidance of unintended consequences.
• Assess return on investment and behavioural impact of non-standard incentives.

What we're looking for:

Essential Experience/Qualifications

• Bachelor’s degree or equivalent experience.

• 10–15 years’ experience in sales compensation, sales operations, or commercial finance roles, with significant ownership of compensation plan design and execution.
• 5+ years’ operating at Director or Senior Manager level within a complex, matrixed organisation.
• Demonstrated experience supporting global and multiregional sales teams.
• Proven track record of leading compensation governance, exception management, and dispute resolution.
• People leadership experience, including managing analysts or managers and setting analytical standards.

• Advanced expertise in sales compensation platforms
• Strong working knowledge of CRM systems and integration with compensation and finance systems.
• Advanced Microsoft Excel capability (complex modelling, scenario analysis; macros desirable but not mandatory).
• Experience working with financial data from ERP or billing systems.

• Deep understanding of B2B sales compensation mechanics, including quota setting, accelerators, draw models, caps, and crediting logic.
• Strong commercial and financial acumen, with the ability to balance motivation, cost control, and governance.
• Ability to operate with high judgement in ambiguous or precedent setting scenarios.
• Exceptional written and verbal communication skills, particularly with senior leadership audiences.

Nice to have

• Prior experience in telecommunications, technology, network services, or recurring revenue business models.
• Exposure to SOX controlled environments or formal audit processes.
• Experience partnering closely with HR on role design, career frameworks, and plan documentation.
• Experience supporting multiple sales motions (Enterprise, Wholesale, Channel, Customer Success).

Hours/Travel/Shift:

• Normal business hours with flexibility to support global stakeholders.
• Remote role with travel required periodically for leadership alignment, team development, and key customer or deal engagements.

Why Join GTT?

At GTT, you’ll join a global, collaborative culture built around ownership, customer focus and continuous learning.

• Adaptive mindset: We meet change head-on to build the capabilities we need now. We take personal ownership of our professional development to keep pace with change and actively drive it.
• Collective impact: We treat innovation as a team sport, working powerfully together to create extraordinary impact. We collaborate openly and with a shared purpose and amplify our unique human strengths to solve complex challenges that technology alone cannot.
• Customer ownership: We own our customers’ success, whether an internal stakeholder or an external client. We take full accountability, anticipate their needs and create smooth experiences to build trust with every touchpoint. In an automated world, personal ownership is GTT’s competitive edge.

You’ll have the opportunity to make a visible impact, grow your career and help shape how GTT delivers value to enterprise customers worldwide.

EEO Statement (US section)

GTT provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, GTT complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

GTT expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of ’s employees to perform their job duties may result in discipline up to and including discharge.

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