• Compensation design & administration — build, test, and maintain compensation plan models (OTE, base/variable split, accelerators, SPIFs); run commission calculations, audits, and payout validations. • Quota & floor design — develop quota-setting methodology and quota floors by segment/role/location; run quota scenario modeling and sensitivity analysis; lead quota calibration exercises. • Headcount planning & forecasting — maintain rolling headcount models by role/team and produce hiring models tied to AOP targets. • Annual planning support — drive the people and comp assumptions for annual planning; translate targets into quota, ramp, and comp implications and produce what-if analyses. • Monthly performance & forecasting cadence (MPE) — own month-end reporting (attainment, forecast vs. actuals) and recommend corrective actions. • Promotions & special programs — assess promotion impacts on pay and quotas; design SPIFs/short-term incentives and measure program effectiveness. • Comp reporting & governance — own recurring comp reporting, ad-hoc analyses, and audit controls; document runbooks and change-management processes. • Systems & automation — partner with Systems/IT to maintain Salesforce and comp tooling, automate repetitive tasks, and improve data flows. • AI-enabled productivity — apply AI tools (LLMs, automation scripts, no-code/low-code tools) to speed model building, automate reporting, draft executive summaries, and improve accuracy. • Cross-functional partnership — translate technical models into clear recommendations and build trusted relationships with Revenue leaders, Finance, People/HR, and Recruiting. • Executive communication – Present directly with the CEO and executive team.