Senior Director, Sales Compensation

Presidio, Where Teamwork and Innovation Shape the Future At Presidio, we're at the forefront of a global technology revolution, transforming industries through cutting-edge digital solutions and next-generation AI. We empower businesses - and their internal customers - to achieve more through innovation, automation, and intelligent insights. The Role Presidio is seeking a strategic, data-driven Senior Director of Sales Compensation to own the end-to-end strategy, design, governance, and operation of sales incentive compensation across the organization. This role sits at the intersection of Finance, Sales Leadership, HR, and Operations, translating corporate growth objectives into sales compensation plans that motivate the right seller behaviors, remain financially disciplined, and scale as Presidio’s go-to-market model evolves. The Senior Director leads a team of compensation professionals and is accountable for the accuracy, timeliness, and integrity of every commission and bonus dollar paid to the field. Beyond operations, this leader is the organization’s primary architect of sales compensation strategy: designing plans, running quota and territory-adjacent modeling, benchmarking against market data, and advising the C-suite on the financial and behavioral impact of plan design choices. The role also champions modernization of the function — automation, analytics, and AI-enabled forecasting — to reduce manual effort and increase the speed and accuracy of insight delivered to the business. Key Responsibilities Compensation Strategy & Plan Design Own the annual sales compensation planning cycle: plan design, quota-setting alignment, plan documentation, legal/finance sign-off, and field rollout. Design incentive structures (accelerators, SPIFs, multi-year/recurring revenue credit, overlay and specialist plans) that align to Presidio’s VAR/services revenue mix and strategic priorities. Partner with Sales Leadership and FP&A to size total incentive spend against revenue/margin targets and ensure pay-for-performance alignment. Conduct market benchmarking and competitive analysis (using survey data and peer/industry sources) to keep plans competitive for talent attraction and retention. Evaluate and evolve plan mechanics as the business shifts toward services, recurring, and consumption-based revenue models. Governance, Compliance & Risk Establish and enforce sales compensation policy, plan-approval workflows, and dispute-resolution protocols. Ensure compensation practices comply with federal, state, and local wage/hour law, and monitor emerging pay-transparency and pay-equity regulation. Own SOX-adjacent controls over commission calculation, accrual, and payment processes; serve as the primary point of contact for internal and external audit on sales compensation. Maintain plan documentation and audit trails sufficient to defend compensation decisions in disputes or regulatory inquiries. Team Leadership & Operations Oversight Lead, coach, and develop the sales compensation team, setting priorities, quality standards, and career growth paths. Oversee the monthly/quarterly/annual commission and bonus calculation cycle, accrual journal entries, and reconciliation processes managed by the team. Set and monitor SLAs for commission statement accuracy, query resolution, and payment timeliness. Own the compensation technology roadmap (e.g., Xactly Incent or equivalent ICM platform), including system configuration, automation, and integration with CRM/ERP/HRIS. Analytics, Reporting & Business Partnership Deliver executive-level dashboards and insights on plan performance, pay mix, ROI of incentive spend, and quota attainment distribution. Model the financial impact of proposed plan changes before they go live, including scenario and sensitivity analysis. Advise Sales, Finance, and HR Business Partners on compensation-related decisions: new hire plans, promotions, terminations, plan exceptions, and M&A/territory integration. Partner with Sales Operations on territory and quota design to ensure alignment between quota-setting and compensation mechanics. Day-to-Day Activities On any given day, the Senior Director of Sales Compensation might be expected to: Review team-prepared commission runs and monthly reconciliations for accuracy before payroll submission and sign off on accrual journal entries. Meet with Sales VPs/RVPs to walk through plan performance, pay mix, or a specific rep’s compensation question that has been escalated. Review and adjudicate escalated compensation disputes that the Analyst and Manager could not resolve at their level. Build or review a financial model showing the projected cost and behavioral impact of a proposed plan change for next fiscal year. Meet with HR Business Partners on a new-hire offer requiring a customized or transitional comp plan. Check in with the ICM platform (e.g., Xactly) admin/vendor on a system configuration issue, integration break, or upcoming release. Present a monthly or quarterly sales compensation scorecard to Finance and Sales leadership. Participate in annual planning cadences (quota setting, territory design, budget planning) as the compensation subject-matter expert. Required Technical Skills Deep expertise in Incentive Compensation Management (ICM) platforms — Xactly Incent strongly preferred but will need to evaluate tool. Advanced Microsoft Excel (complex modeling, pivot tables, array/lookup formulas) and comfort with BI/visualization tools (Power BI, Tableau, or similar) for executive reporting. Understanding of accounting fundamentals relevant to commissions: accruals, journal entries, revenue recognition implications on commission timing, and reconciliation practices. Familiarity with CRM data structures as the system of record for bookings, quota, and territory data that feed compensation calculations. Experience evaluating and implementing AI/automation tools for forecasting, anomaly detection, and natural-language reporting on compensation data. Knowledge of sales compensation plan design principles: pay mix, leverage, accelerators/decelerators, caps, thresholds, and multi-year/recurring revenue crediting. Required Business Skills Strategic thinking: ability to connect sales compensation design to broader corporate growth, margin, and go-to-market strategy. Executive presence and communication: comfort presenting financial models and plan recommendations to CFO, CRO, and Sales leadership. Change management and influence: ability to drive plan changes and process improvements across functions that do not report to this role. People leadership: proven experience managing, developing, and motivating a team of compensation or finance professionals. Negotiation and conflict resolution: skill in navigating sensitive, high-stakes pay disputes and competing stakeholder interests. Project management: ability to run the multi-month annual compensation planning cycle against firm deadlines (fiscal year-end, plan rollout, payroll cutoffs). Required Experience & Education Bachelor’s degree in Finance, Accounting, Business, or related field 15+ years of progressive experience in sales compensation, sales finance, or total rewards, including people-management experience. Demonstrated experience designing and administering sales incentive plans in technology or professional/managed services environment strongly preferred. Your future at Presidio Joining Presidio means stepping into a culture of trailblazers - thinkers, builders, and collaborators - who push the boundaries of what's possible. With our expertise AI-driven analytics, cloud solutions, cybersecurity, and next-gen infrastructure, we enable businesses to stay ahead in an ever-evolving digital world. Here, your impact is real. Whether you're harnessing the power of Generative AI, architecting resilient digital ecosystems, or driving data-driven transformation, you'll be part of a team that is shaping the future. Ready to innovate? Let's redefine what's next-together. About Presidio Presidio is committed to hiring the most qualified candidates to join our amazing culture. We aim to attract and hire top talent from all backgrounds, including underrepresented and marginalized communities. We encourage women, people of color, people with disabilities, and veterans to apply for open roles at Presidio. Diversity of skills and thought is a key component to our business success. At Presidio, speed and quality meet technology and innovation. Presidio is a trusted ally for organizations across industries with a decades-long history of building traditional IT foundations and deep expertise in AI and automation, security, networking, digital transformation, and cloud computing. Presidio fills gaps, removes hurdles, optimizes costs, and reduces risk. Presidio's expert technical team develops custom applications, provides managed services, and enables actionable data insights and builds forward-thinking solutions that drive strategic outcomes for clients globally. For more information visit Applications will be accepted on a rolling basis. Presidio has a strong commitment to the community we serve and our employees. As an Equal Opportunity Employer, we strive to have a workforce that includes the community we serve. Presidio is an Equal Opportunity Employer Disability/Vets. We evaluate qualified applicants without regard to race, color, religion, sex, age, national origin, disability, veteran status, genetic information, and other legally protected categories. The "Know Your Rights" Poster is available here: https://www.eeoc.gov/poster Presidio EEO Policy Statement is available here: https://www.presidio.com/careers Presidio is committed to working with and providing reasonable accommodations to individuals with disabilities. If you need a reasonable accommodation because of a disability for any part of the employment process, please send an e-mail to [email protected] and let us know the nature of your request and your contact information. Presidio is a VEVRAA Federal Contractor requesting priority referrals of protected veterans for its openings. 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