Sales Compensation Manager, Corporate Human Resources

Huron is redefining what a global consulting organization can be. Advancing new ideas every day to build even stronger clients, individuals and communities. We’re helping our clients find new ways to drive growth, enhance business performance and sustain leadership in the markets they serve. And, we’re developing strategies and implementing solutions that enable the transformative change they need to own their future.

As a member of the Huron corporate team, you’ll help to evolve our business model to stay ahead of market forces, industry trends and client needs. Our accounting, finance, human resources, IT, legal, marketing and facilities management professionals work collaboratively to support Huron’s collective strategies and enable real transformation to produce sustainable business results.

Join our team and create your future.

The Sales Compensation Manager is the primary owner of our sales incentive strategy, standards, documentation, and administration. The role will partner closely with Sales Leadership, Operations Leaders and HR Business Partners to design, administer, and optimize sales compensation programs that drive performance and align with firm strategy. While this role will provide limited support for broader compensation initiatives, its primary responsibility is sales compensation, including incentive plan design, quota and payout modeling, performance analytics, and governance.

This role is critical to enabling revenue growth, ensuring plan effectiveness, and maintaining compensation integrity. The environment is fast‑paced and growth‑oriented; success requires autonomy, analytical rigor, and a consultative mindset.

Key Job Duties

• Serve as the primary compensation partner to sales leadership and go-to-market teams, providing day-to-day guidance on sales incentive plans, payouts, and performance outcomes.
• Design, evaluate, and administer sales compensation plans (commissions, bonuses, accelerators, SPIFs, guarantees/draws) with clear guardrails and governance.
• Build and maintain complex sales compensation models to assess plan effectiveness, cost of sales, and behavioral outcomes; clearly communicate insights and recommendations to leadership.
• Build and maintain a sales compensation policy library, plan document templates, exception/waiver log, RACI matrices, and SOPs for plan operations and controls.
• Review and advise on non-standard sales compensation arrangements, including special incentive plans, draw structures, and exception requests, ensuring alignment with governance standards and business objectives.
• Analyze sales performance and incentive outcomes to identify trends, risks, and opportunities for improvement, and present findings to senior stakeholders.
• Collaborate with HR, Legal, and Benefits partners to ensure sales compensation programs comply with internal policies and external regulations.
• Provide limited support to broad-based compensation programs as capacity allows, including participation in firm-wide compensation processes and special projects.
  
  

Qualifications

• Bachelor's degree
• Minimum of 6 years of experience in compensation roles
• Proven experience with commission/bonus design, accelerators, draws/guarantees, and payout governance.
• Knowledge of accounting and finance implications of compensation plans and programs
• Strong analytical, communication, and stakeholder‑management skills; ability to translate complex topics for non‑comp audiences.
• Expert knowledge of the use of Excel; familiarity with BI tools and SQL a plus
• Highly proficient in analytics and modeling
• Attention to detail, ability to multi-task, and prioritize
• Good verbal and written communication skills, as well as strong interpersonal skills
• Experience with managing compensation design and administration for a complex organization
• Client service consultative mindset and acumen with experience managing the development and design of compensation programs in a complex, dynamic and fast-paced environment
• Experience working with technically focused roles, preferred
• Experience using Workday’s compensation modules, preferred
  
  

The estimated base salary range for this job is $110,000-$150,000. The range represents a good faith estimate of the range that Huron reasonably expects to pay for this job at the time of the job posting. The actual salary paid to an individual will vary based on multiple factors, including but not limited to specific skills or certifications, years of experience, market changes, and required travel. This job is also eligible to participate in Huron’s annual incentive compensation program, which reflects Huron’s pay for performance philosophy. Inclusive of annual incentive compensation opportunity, the total estimated compensation range for this job is $132,000-$180,000. The job is also eligible to participate in Huron’s benefit plans which include medical, dental and vision coverage and other wellness programs. The salary range information provided is in accordance with applicable state and local laws regarding salary transparency that are currently in effect and may be implemented in the future.

Position Level

Manager

Country

United States of America