Sr. Director of Sale Compensation

Pavion Connects and Protects by providing innovative fire, security, and communication integration solutions to customers across the globe. We bring industry-leading expertise to clients in enterprise, healthcare, education, government, data center, and retail industries. Global Reach. Local Service.

As a global leader, Pavion specializes in the design, installation, service, and maintenance of cutting-edge fire alarm systems, critical communications, video surveillance, access control, and advanced AV technologies. Our mission is to bring clarity and transformation to safety, security, and communication through integral technology and radical service.

With a commitment to safety, reliability, and operational excellence, Pavion ensures scalable, future-ready solutions tailored to meet and exceed our clients’ needs. Learn more at www.pavion.com

Pavion is seeking a strategic and results-driven Sr. Director of Sales Compensation to lead the development, execution, and ongoing optimization of the company's sales compensation strategy across its business units. This executive-level role will be responsible for designing scalable compensation programs that drive revenue growth, improve sales performance, support profitability, and attract and retain top sales talent.
The Sr. Director of Sales Compensation will partner closely with executive leadership, Sales, Finance, Human Resources, and Payroll to establish consistent, competitive, and performance-driven incentive compensation programs. This individual will oversee the strategy and governance of sales commissions, incentive plans, quota structures, sales performance metrics, and compensation analytics across Pavion's growing organization.
The ideal candidate is a strategic thinker with deep expertise in sales compensation design, financial modeling, commission administration, and organizational effectiveness. This leader will bring structure, consistency, and accountability to Pavion's sales compensation programs while ensuring they can scale with the company's continued growth and evolving business needs.
Primary Responsibilities:
Sales Compensation Strategy & Leadership

• Develop and lead Pavion’s sales compensation strategy, aligning plan design with revenue objectives, profitability targets, talent priorities, and long-term business goals.
• Establish a scalable enterprise framework that promotes consistent design and governance while accommodating differences in business models, offerings, markets, and geographies.
• Partner with the CFO, Sales Operations, Human Resources, Legal, and business leaders to translate business strategy into competitive, compliant, and effective programs.
• Lead annual compensation planning, including plan design, quota and target-setting principles, incentive structures, performance measures, and approval timelines.
• Evaluate market practices and existing programs, recommending improvements that strengthen productivity, accountability, retention, internal equity, and external competitiveness.
• Serve as a strategic advisor to executive leadership on incentive effectiveness, sales behaviors, financial implications, and emerging compensation trends.

Commission & Incentive Compensation Management

• Oversee the design, administration, and ongoing management of commissions, bonuses, short-term incentives, and other performance-based compensation programs.
• Develop compensation structures for individual contributors, sales management, regional leadership, and executive sales roles, using measures such as revenue, gross profit, bookings, and quota attainment.
• Design and evaluate accelerators, thresholds, guarantees, draws, split commissions, and other mechanisms to balance growth, margin performance, and affordability.
• Oversee commission calculations, validation, reconciliation, approvals, and payment processes in partnership with Finance and Payroll.
• Establish standardized approaches for disputes, adjustments, exceptions, controls, and plan interpretation, ensuring consistent and compliant administration.
• Ensure plans and supporting materials are clearly documented, communicated, understood, and administered in a manner that reinforces desired sales behaviors.

Financial Analysis, Reporting & Performance Management

• Build reporting, analytics, and forecasting capabilities that provide timely visibility into sales performance, incentive expense, and program effectiveness.
• Establish key performance indicators, including quota attainment, payout distribution, participation, sales productivity, commission expense, revenue growth, gross profit contribution, and behavioral outcomes.
• Partner with Finance to forecast commission expense, develop budgets, model plan scenarios, and monitor actual results against financial targets.
• Analyze performance and payout trends to identify risks and opportunities, improve incentive alignment, control costs, and maximize return on compensation investment.
• Develop executive dashboards and present clear findings, implications, and strategic recommendations to senior leadership.
• Establish audit procedures and financial controls that support accurate, timely, compliant, and appropriately approved compensation payments.
  Systems, Technology & Process Optimization
• Define the strategy and business requirements for incentive compensation technology and commission management platforms.
• Automate and standardize plan configuration, calculations, approvals, reporting, reconciliation, and issue resolution processes.
• Establish scalable processes and controls that support business growth, acquisitions, and the integration of new business units.
• Ensure the integrity, accessibility, security, and effective use of sales compensation data across the organization.

Sales Job Architecture & Organizational Alignment

• Lead the design and evolution of sales job architecture and compensation structures, including job evaluation, leveling, salary ranges, and incentive opportunities.
• Ensure sales compensation programs support internal equity, external competitiveness, global consistency, and Pavion’s broader compensation philosophy.
• Partner with Sales Leadership to align role expectations, performance measures, career paths, and rewards with business strategy.
• Develop communication and change-management strategies that improve employee and leader understanding of new or revised programs.
• Provide guidance to leaders and managers on plan interpretation, performance alignment, and consistent program administration.

Team Leadership & Service Delivery

• Build, lead, and develop a high-performing sales compensation function responsible for design, governance, administration, analytics, and continuous improvement.
• Establish clear objectives, operating standards, decision rights, and accountability across the sales compensation team.
• Develop team capability through coaching and ongoing skill-building in analytical, financial, technical, and consultative disciplines.
• Establish service-level expectations and performance measures that ensure timely, accurate, and responsive support for sales leaders and employees.
• Coordinate cross-functional resources and escalation paths to resolve complex compensation issues efficiently and consistently.

Basic Qualifications:

• Bachelor's degree in Finance, Accounting, Business Administration, Economics, or a related field required; MBA or advanced degree preferred.
• 10+ years of progressive experience in sales compensation, sales operations, finance, or incentive compensation management.
• 5+ years of experience in a leadership role overseeing sales compensation strategy, commission administration, or incentive program management.
• Demonstrated experience designing and implementing complex, multi-tiered sales compensation programs across multiple business units or geographies.
• Strong understanding of sales compensation methodologies, including commission structures, quotas, accelerators, gross profit incentives, bonuses, and executive incentive plans.
• Experience partnering with senior executive leadership on compensation strategy, financial planning, and organizational performance.
• Proven ability to develop financial models, analyze large datasets, forecast commission expenses, and present actionable recommendations.
• Advanced Microsoft Excel skills and experience with CRM, ERP, HRIS, and business intelligence reporting tools.
• Experience in a multi-location, multi-business-unit, or private equity-backed organization is strongly preferred.
• Experience supporting mergers, acquisitions, and post-acquisition integration is a plus.

The salary range for this position is $XX,XXX-XX,XXX annually, plus commission. The starting salary will be determined based on qualifications, experience, education, skills, certifications, and internal equity. We also offer a comprehensive benefits package..

Disclaimer: This job description should not be construed to imply that these requirements are the exclusive standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as may be required. The employer has the right to revise this job description at any time. The job description is not be construed as a contract for employment.

**Pavion is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected veteran status, age, or any other characteristic protected by law.

If you require accommodation or assistance during the application process, please contact us at Careers@pavion.com . Kindly note that resumes submitted to this email address will not be reviewed. Thank you for your understanding.