Director, Revenue Operations Incentive Compensation COE

Director, Revenue Operations Incentive Compensation COE

Job Overview:

The Director of the RevOps Incentive Compensation Center of Excellence provides strategic and operational leadership for the global Incentive Compensation COE, overseeing the delivery of functional and technical capabilities, and enterprise initiatives that support organizational objectives. This role leads a team of professionals while partnering across RevOps, Sales, HR, Finance, Technology, and other business functions to deliver scalable, technology-enabled solutions. The Director is responsible for developing COE organizational capabilities, driving strategic programs, and advancing the technology roadmap supporting compensation administration and service delivery. Combining strong leadership with compensation expertise and program execution experience, this role enables the COE to deliver innovative, efficient, and business-focused solutions.

Key Responsibilities:

• Lead the global Incentive Compensation Center of Excellence (COE) by establishing strategic priorities, developing organizational capabilities, and driving a high-performing culture focused on accountability, innovation, talent development, and operational excellence.
• Define and execute the compensation technology and service delivery strategy, overseeing the implementation, optimization, and governance of systems, tools, and processes that enable scalable, efficient, and compliant compensation administration.
• Drive enterprise transformation and innovation initiatives by advancing automation, analytics, AI-enabled capabilities, and digital solutions that enhance user experience, improve operational efficiency and governance, and support business growth.
• Lead the delivery of large-scale compensation programs and enterprise initiatives, ensuring alignment between business requirements, compensation policies, technology roadmaps, and organizational objectives.
• Partner and influence across Sales, Finance, HR, Technology, Legal, and Operations to build alignment, manage competing priorities, and successfully execute strategic cross-functional initiatives.
• Provide executive-level governance and stakeholder engagement, including leadership of compensation-related steering committees and executive forums through strategic planning, decision support, and executive-ready communications and materials.

Requirements:

• 10+ years of progressive experience in Incentive / Sales / Service Compensation, or related functions, including leadership experience managing high-performing global teams.
• Demonstrated success leading managers and individual contributors within an Incentive Compensation Center of Excellence.
• Experience building organizational capabilities through coaching, talent development, succession planning, and employee engagement.
• Proven ability to establish strategic priorities, manage competing demands, and lead organizational change.
• Experience building and optimizing operational processes, service delivery models, and Centers of Excellence that support scalable and consistent business outcomes.
• Strong program and project management capabilities with a demonstrated ability to lead large-scale, cross-functional initiatives involving multiple stakeholders, dependencies, and competing priorities.
• Experience developing operational standards, playbooks, training materials, knowledge repositories, self-service resources, and process documentation.

Preferred Qualifications

• Experience leading a Compensation or Sales Compensation Center of Excellence.
• Experience with compensation and planning platforms such as Xactly, Varicent, SAP-Callidus, Anaplan, or similar solutions.
• Experience leading innovative digital initiatives (e.g. AI, automation, transformation).
• Experience supporting global organizations and distributed teams across multiple regions.

Our Interview Practices

To maintain a fair and genuine hiring process, we kindly ask that all candidates participate in interviews without the assistance of AI tools or external prompts. Our interview process is designed to assess your individual skills, experiences, and communication style. We value authenticity and want to ensure we’re getting to know you—not a digital assistant. To help maintain this integrity, we ask to remove virtual backgrounds and include in-person interviews in our hiring process. Please note that use of AI-generated responses or third-party support during interviews will be grounds for disqualification from the recruitment process.

Applicants may be required to appear onsite at a Wolters Kluwer office as part of the recruitment process.

Experience Level

Executive Level