Senior Sales Compensation Analyst

Summary

Join Olo as our Sr. Sales Compensation Analyst and drive financial accuracy and strategic alignment within our Go-To-Market engine. You will be instrumental in designing, deploying, and managing variable incentive plans, ensuring fiscal responsibility and accurate payouts. You'll also provide crucial support for pricing strategy and initiatives, collaborating with Sales, Sales Operations, and CX leadership. This role requires a financially astute problem-solver passionate about optimizing compensation and maintaining robust controls in a high-growth tech environment. You can work remotely from anywhere in the U.S. or at Olo’s headquarters in NYC. The compensation range is $64,500 - $88,350 annually, depending on experience and location, and this role is eligible for incentive compensation.

Requirements

• 3+ years of relevant experience in sales compensation, FP&A, or sales operations at a high-growth tech company, including previous experience in and working knowledge of sales compensation processes and analyses
• Expert proficiency in Google Sheets or Excel, including advanced modeling skills; you have the ability to build and maintain complex yet easy-to-follow and auditable spreadsheets for compensation calculations, scenario modeling, and variance analysis
• Experience with Everstage, Pigment, or other commission or planning software
• Contract knowledge - ability to read and interpret contracts to ensure alignment with business goals; experience with Lexion is a plus
• Excellent written and verbal interactive skills, including the ability to work with management, team, peers, other teams, and partners
• Knowledge of Salesforce and ability to create and run reports for ad hoc business needs
• Experience working with dynamic sales teams and strong interpersonal skills in dealing with senior management
• Ability to think outside of the box to bring creative solutions to the table
• Legally able to work in the United States

Responsibilities

• Support the compensation planning design cycle from design-to-deployment for all teams on variable incentive plans across Olo’s GTM team
• Maintain an in-depth understanding of all commission plans across the GTM team in order to clearly explain rationale, strategy, and calculations
• Manage quarterly variable pay calculations across the GTM organization
• Collaborate with the payroll team to ensure accurate distribution of pay to GTM team members
• Collaborate with the Total Rewards team and Sales Operations leadership to identify improvements/enhancements to the Sales and CX Compensation plans, policies, and processes, as well as benchmark & determine wage rates and suggest modifications as necessary
• Work with the Total Rewards team to help facilitate plan submissions for new hires and new plans for existing employees
• Work with the Enablement Team to train GTM team members on compensation structure, mechanics, policies, and resources, creating visibility to personal performance
• Develop techniques for compiling, preparing, analyzing, and presenting data as it relates to variable compensation
• Develop a strong understanding of Olo’s pricing policies and structures for various products and services
• Review and analyze proposed pricing exceptions and bespoke deals, ensuring alignment with established policies and providing recommendations based on financial impact and strategic considerations
• Collaborate with Sales, Product, and Finance teams to understand pricing strategies and their impact on sales, and participate in the development and documentation of pricing guidelines and processes
• Develop and maintain a thorough understanding of relevant SOX controls related to sales compensation and pricing processes
• Perform regular reviews and audits of sales contracts, commission calculations, and related documentation to ensure compliance with established policies and SOX requirements

Benefits

• 20 days of paid time off
• 10 separate sick days
• 11 holidays, plus year-end closure
• Health, dental, and vision coverage for yourself and your family
• A 401k match
• Remote-office stipend
• Company equity
• A generous parental leave plan
• Volunteer time off
• Gift matching policy