Zillow

Reimagining real estate to make it easier than ever to move from one home to the next.

Sales Operations Manager

Sales Operations ManagerSales Operations ManagerFull TimeRemoteTeam 5,001-10,000Since 2006H1B SponsorCompany SiteLinkedIn

Location

California + 7 moreAll locations: California, Connecticut, District of Columbia, New Jersey, New York, Maryland, Massachusetts, Washington

Posted

7 days ago

Salary

$109K - $174K / year

Bachelor Degree7 yrs expEnglish

Job Description

• Design and evolve sales compensation strategies for Sales using historical performance data and business inputs; model plan outcomes and scenarios to assess cost, risk, and behavioral incentives prior to rollout. • Establish performance targets and plan mechanics that balance motivation, fairness, scalability, and financial discipline. • Ensure the Sales organization has clear visibility into compensation goals, earnings, and pacing against targets. • Partner with Data Analytics and Sales Operations to define reporting requirements and dashboards that enable transparency and trust. • Ensure data sources used to set and measure performance are reliable, durable, and accurate; proactively identify and mitigate data quality issues that could impact compensation outcomes. • Collaborate closely with Sales, Sales Finance, FP&A, and Data Analytics to drive successful rollout, adoption, and ongoing maintenance of compensation plans. • Be prepared to provide analytical support for adjacent Sales Operations initiatives as needed, such as: quota setting and capacity modeling, territory design and coverage analysis, headcount planning and productivity analysis.

Job Requirements

  • 7+ years of experience in sales compensation, sales operations, finance, or a related analytical role.
  • Demonstrated experience designing and managing sales strategies for compensation plans for ICs and Managers.
  • Strong analytical skills with experience using historical performance data to set targets and model outcomes.
  • Deep understanding of sales performance metrics, incentive structures, and common compensation plan components.
  • Proven ability to partner cross-functionally and influence without direct authority.
  • High attention to detail and a strong commitment to data accuracy and integrity.
  • Ability to clearly communicate complex compensation concepts to both technical and non-technical audiences.

Benefits

  • equity awards based on factors such as experience, performance and location

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