Why join us?

We’re a global tech company,  just not the kind you’re picturing.

Our team of nearly a thousand people wakes up every day to make our product and our customers’ lives better. At SafetyCulture, you’ll hear “yes, let’s give it a shot” more often than “that’s not how we do things here.”

People join because we’re building tools that make work better for the 3 billion people who keep the world moving - factory floor operators, baggage handlers, truck drivers, servers, store assistants. The ones who make things happen. We’ve got the scale and innovation you’d expect from big tech. The difference? No endless layers of sign-off. No corporate theatre. Just smart, experienced people solving real problems fast 

The scale is big. But the ownership’s personal. Every full-time team member gets equity - real skin in the game. When we grow, you do too. We’re not perfect, no company is. But this next chapter of our growth is about scaling with intelligence, not just size - fueled by operational maturity, a clear vision, and a strong focus on AI. 

This is big tech impact, without the big tech ick. If that excites you more than it scares you, you’ll fit right in.

The Head of Revenue Compensation & Planning is accountable for defining and governing the company’s global revenue incentive strategy. This role ensures compensation frameworks are strategically aligned to company objectives, commercially rigorous, and designed to scale as the business grows.

As a key partner to the Head of GTM, CFO, and Leadership Team, this role connects corporate strategy to frontline performance by designing incentive architectures that drive disciplined growth, strengthen retention and expansion, and maintain financial sustainability. This is a critical leadership role responsible for building the compensation philosophy, governance, and infrastructure required to support a high-growth SaaS organisation.  

1. Define & Lead Revenue Compensation Strategy

Own the revenue incentive philosophy and strategy across Sales, Customer Success, and Partnerships.

Design and evolve scalable commission and partner incentive frameworks that align to growth strategy, market positioning, and long-term value creation. Serve as the executive advisor on incentive effectiveness, ensuring compensation structures drive the behaviours required to achieve revenue, retention, expansion, and margin objectives.

2. Own Revenue Planning & Commercial Modeling

Lead the financial architecture of revenue incentives, including commission modeling, scenario planning, and long-range cost forecasting. Partner with Finance and Revenue leadership to ensure compensation investment is aligned with quotas, territory design, revenue targets, and overall unit economics. Provide data-driven insights to the ELT on incentive performance, cost of sale, and return on compensation investment.

3. Establish Governance, Controls & Scalable Infrastructure Build and maintain a robust governance framework that ensures compensation plans are transparent, auditable, and operationally scalable. Oversee the end-to-end commission process, ensuring accuracy, compliance, and timely execution. Lead and develop the Incentives Manager ensuring systems, controls, and reporting capabilities can support ongoing organisational growth and complexity.

4. Drive Organisational Alignment & Executive Partnership Act as the primary compensation partner to the Head of GTM, CFO, Revenue Operations, and other Senior Leaders. Translate strategic priorities into measurable incentive structures and influence senior stakeholders on trade-offs, plan design decisions, and behavioural impact. Ensure alignment between incentive plans, performance metrics, and companywide objectives.

5. Enable Performance Visibility & Strategic Levers Establish clear reporting, dashboards, and measurable levers that provide transparency into performance and compensation outcomes. Design flexible mechanisms (accelerators, thresholds, weightings, targeted programs) that allow the organisation to respond quickly to performance trends, market changes, or strategic shifts.  

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About You:

• 10+ years’ experience in revenue compensation, commercial finance, revenue  operations, or strategic planning within a SaaS or high-growth environment.  

•  Proven track record defining enterprise-level compensation philosophy and  multi-role commission architectures.  

•  Experience building and scaling partner/channel incentive programs.  
•  Advanced financial modeling and commercial acumen, with strong  understanding of SaaS unit economics (ARR, ACV, CAC, retention, expansion,  LTV, cost of sale).  

•  Demonstrated ability to influence and advise executive stakeholders, including CRO and CFO-level partnership.  

•  Strong leadership capability with experience building or managing  compensation or revenue operations functions.  

•  High level of analytical rigor, governance discipline, and attention to detail.  
•  Ability to balance strategic vision with operational execution in a fast-paced   
• scaling environment.  

How You Will Spend Your Time:

• Define & Lead Revenue Compensation Strategy  
• Own the revenue incentive philosophy and strategy across Sales, Customer Success,  and Partnerships.

• Design and evolve scalable commission and partner incentive frameworks that align to growth strategy, market positioning, and long-term value creation.  

• Serve as the executive advisor on incentive effectiveness, ensuring compensation structures drive the behaviours required to achieve revenue, retention, expansion, and margin objectives.  

• Own Revenue Planning & Commercial Modeling  

• Lead the financial architecture of revenue incentives, including commission modeling, scenario planning, and long-range cost forecasting.  

• Partner with Finance and Revenue leadership to ensure compensation investment is aligned with quotas, territory design, revenue targets, and overall unit economics.  

• Provide data-driven insights to the ELT on incentive performance, cost of sale, and return on compensation investment.  

• Establish Governance, Controls & Scalable Infrastructure  
• Build and maintain a robust governance framework that ensures compensation plans are transparent, auditable, and operationally scalable.  

• Oversee the end-to-end commission process, ensuring accuracy, compliance, and timely execution.  

• Lead and develop the Incentives Manager ensuring systems, controls, and reporting   
• capabilities can support ongoing organisational growth and complexity.  

• Drive Organisational Alignment & Executive Partnership  
• Act as the primary compensation partner to the Head of GTM, CFO, Revenue  Operations, and other Senior Leaders.  

• Translate strategic priorities into measurable incentive structures and influence senior stakeholders on trade-offs, plan design decisions, and behavioural impact.  

• Ensure alignment between incentive plans, performance metrics, and companywide objectives.

• Enable Performance Visibility & Strategic Levers  
• Establish clear reporting, dashboards, and measurable levers that provide  transparency into performance and compensation outcomes.  

• Design flexible mechanisms (accelerators, thresholds, weightings, targeted programs) that allow the organisation to respond quickly to performance trends, market changes, or strategic shifts.  

At SafetyCulture we care about people and growing the team, through:

• Equity with high growth potential, and a competitive salary,
• Flexible working arrangements, we encourage you to create the best work blend while working from your home and the local SafetyCulture office;
• Access to professional and personal training and development opportunities; Hackathons, Workshops, Lunch & Learns;
• We encourage involvement in the community, open source work, attending talks and events, and experimenting with new technologies.

You'll Also Receive Other Perks Such As

• EAP services and generous parental leave policy
• Quarterly celebrations and team events, including the annual Shiplt! global offsite

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We’re committed to building inclusive teams and cultivating a sense of belonging so our people can bring their whole authentic selves to work each day. We seek to make reasonable adjustments throughout our recruitment process to create an even playing field for all candidates. Thanks to the tireless efforts of the entire SafetyCulture team we’ve built an incredible culture which has seen us recognised as a Best Place to Work in Australia , the US and the UK.

Even if you don't meet every requirement listed in the ad, please consider applying for this role. We prioritise inclusion and value individuals with potential over a checklist of qualifications. Don't rule yourself out, hit that apply button if this job resonates with you

You can find out more about life at SafetyCulture via Youtube , Twitter , Instagram and LinkedIn .

To all recruitment agencies, we do not accept resumes or partnership opportunities. Please do not forward resumes to SafetyCulture or any of our employees. We are not responsible for any fees associated with unsolicited resumesWe’re committed to building inclusive teams and cultivating a sense of belonging so our people can bring their whole authentic selves to work each day. We seek to make reasonable adjustments throughout our recruitment process to create an even playing field for all candidates. Thanks to the tireless efforts of the entire SafetyCulture team we’ve built an incredible culture which has seen us recognised as a Best Place to Work in Australia , the US and the UK .

Even if you don't meet every requirement listed in the ad, please consider applying for this role. We prioritise inclusion and value individuals with potential over a checklist of qualifications. Don't rule yourself out, hit that apply button if this job resonates with you

You can find out more about life at SafetyCulture via Youtube , Twitter , Instagram and LinkedIn .

To all recruitment agencies, we do not accept resumes or partnership opportunities. Please do not forward resumes to SafetyCulture or any of our employees. We are not responsible for any fees associated with unsolicited resumes.