Senior Sales Incentive Compensation Design Analyst
Human Resources & TalentPosted 20 Aug 2026
Advertised as “Global Senior Sales Incentive Compensation Design Analyst”
Posted 20 Aug 2026
Advertised as “Global Senior Sales Incentive Compensation Design Analyst”
The original posting with the fluff stripped out
| Base salary | US$114,000 – US$178,500 / yr |
|---|
No unique specialisation
CertificationsBachelor's degree, Master’s Degree
Field of studyHuman Resources, Data Analytics, Business, Finance, Economics, Mathematics, Statistics, Industrial / Organizational Psychology (or related)
The Global Senior Sales Incentive Compensation Design Analyst is a global subject matter expert responsible for advanced sales incentive design analysis, plan modeling, business case translation, market benchmarking interpretation, and governance support for commercial sales incentive compensation programs. This role also provides expertise related to changes in incentive compensation processes and programs.
This position requires hands-on incentive design expertise and the ability to translate commercial strategy, channel model changes, field role evolution, transformation priorities, M&A integration needs, and desired sales behaviors into compliant, practical, and scalable incentive design recommendations.
The ideal candidate brings broad industry experience across multiple business models and growth environments, including organizations that have undergone sales transformation, go-to-market redesign, channel evolution, compensation modernization, or technology-enabled incentive process changes.
Success in this role requires strong analytical judgment, financial and commercial acumen, and the ability to manage sensitive HR and compensation data with the highest level of discretion.
The candidate must also possess the executive presence and communication skills necessary to simplify complex incentive plan mechanics and translate them into actionable recommendations for business leaders.
In addition, the role requires expertise in compensation analysis, including evaluating performance trends, payout distributions, and the relationship between incentive outcomes and quota attainment.
Candidates who reside near our Little Falls, Delaware office are strongly preferred.
Design, model, and recommend global sales incentive compensation structures that align with enterprise strategy, sales coverage models, role design, pay mix, performance measures, thresholds, accelerators, modifiers, caps, and payout mechanics.
Translate business growth strategies, channel and business model transformations, strategic priorities, and regional commercial needs into incentive designs that drive intended sales behaviors and are feasible to administer globally.
Build advanced scenario models, simulations, cost forecasts, payout sensitivity analyses, and risk assessments to evaluate design options, incentive spend, budget implications, behavioral impacts, equity considerations, policy alignment, and operational feasibility.
Lead mid-period and end-of-period incentive plan reviews, including analyses of performance trends, payout distributions, quota attainment relationships, target incentive payout outcomes, and executive summaries with recommended focus areas and future design options.
Partner with Commercial Business Leaders, Sales Strategy, HR Business Partners, Finance, IT, Sales Performance Reporting, Quota Credit, and Global Incentive Pay Operations to translate business requirements into compensation design options, implementation plans, and governance decisions.
Support governance of the Global Incentive Pay Program and related policy processes, including exceptions management, design standards, approval documentation, audit support, Workers Council requests (as applicable), and traceability of design decisions.
Evaluate plan effectiveness using data-driven measures such as attainment distributions, payout curves, performance-to-pay alignment, cost of plan, participant experience, role and channel complexity, and achievement of commercial strategic objectives.
Conduct market and competitive benchmark analyses for roles across multiple countries, including salaries, pay mix, target bonus opportunities, plan elements, and design practices. Interpret survey findings and translate them into practical recommendations for global leadership review.
Support business transformation and M&A initiatives by assessing incentive eligibility, role and job family mapping, target pay setup, transition risks, modeling requirements, employee impact, and implementation readiness.
Partner on Incentive Compensation Management (ICM) and related system capability improvements by translating business requirements into design logic, calculated fields, testing scenarios, reporting outputs, UAT requirements, and process controls.
Create executive-ready presentations and decision documents that clearly explain business context, design alternatives, assumptions, risks, financial impacts, implementation dependencies, and recommended actions.
Develop reusable templates, data validation checks, process documentation, and analytics routines that reduce manual effort, improve repeatability, strengthen controls, and increase stakeholder transparency.
Maintain strict confidentiality and compliance with data privacy, role-based access controls, domain security, pay transparency requirements, regulatory standards, and internal policies when handling sensitive HR, compensation, and employee data.
Experience designing and managing variable pay programs across sales, commercial, services, operations, technical, and corporate functions, with strong knowledge of pay-for-performance principles and incentive plan governance.
Experience consulting with senior leaders on incentive design tradeoffs, performance measures, behavior drivers, payout mechanics, financial modeling, and organizational impacts.
Experience with global incentive and sales incentive plans in life sciences, diagnostics, applied markets, technology, software, services, medical devices, manufacturing, industry, or other complex B2B commercial organizations.
Working knowledge of compensation and sales compensation benchmarking resources such as Radford, Mercer, Comptryx, WTW, Aon, or similar survey providers.
Experience supporting Workers Council, audit, internal control, legal, regulatory, or pay transparency requests related to compensation programs.
Knowledge of process improvement, automation, AI-enabled analytics, and modern tools that enhance the efficiency and effectiveness of compensation processes.
Familiarity with Workday, Varicent ICM, Pay Factors, or equivalent plan setup concepts, including calculated fields, testing, UAT, logic mapping, and defect triage.
Advanced Business translation: Convert growth strategy, channel changes, role changes, and M&A requirements into incentive design options.
Certification or advanced development in compensation, analytics, finance, project management, HR, sales operations, or data visualization is a plus
Additional Details
This job has a full time weekly schedule. It includes the option to work remotely. Applications for this job will be accepted until at least August 12, 2026 or until the job is no longer posted.
The full-time equivalent pay range for this position is $114,080.00 - $178,250.00/yr plus eligibility for bonus, stock and benefits. Our pay ranges are determined by role, level, and location. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. During the hiring process, a recruiter can share more about the specific pay range for a preferred location. Pay and benefit information by country are available at: https://careers.agilent.com/locations
Agilent Technologies, Inc. is an Equal Employment Opportunity and merit-based employer that values individuals of all backgrounds at all levels. All individuals, regardless of personal characteristics, are encouraged to apply. All qualified applicants will receive consideration for employment without regard to sex, pregnancy, race, religion or religious creed, color, gender, gender identity, gender expression, national origin, ancestry, physical or mental disability, medical condition, genetic information, marital status, registered domestic partner status, age, sexual orientation, military or veteran status, protected veteran status, or any other basis protected by federal, state, local law, ordinance, or regulation and will not be discriminated against on these bases. Agilent Technologies, Inc., is committed to creating and maintaining an inclusive in the workplace where everyone is welcome, and strives to support candidates with disabilities. If you have a disability and need assistance with any part of the application or interview process or have questions about workplace accessibility, please email job_posting@agilent.com or contact +1-262-754-5030. For more information about equal employment opportunity protections, please visit www.agilent.com/en/accessibility.
Occasional
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