GTM Compensation Strategy & Incentive Design Manager

Okta’s Go-To-Market (GTM) Compensation Strategy and Incentive Design team plays a critical role in the development and implementation of variable incentive compensation designs across all GTM functions. The team is responsible for driving the compensation plan design, implementation, and assessment of variable pay participants across Okta while delivering compensation plans that ensure alignment with the overall goals and objectives of the GTM organization. 

In this Individual Contributor role, you will drive strategic compensation initiatives by developing data-driven recommendations aligned with business objectives, influencing cross-functional leadership, and building consensus on complex compensation architecture decisions. You'll lead compensation plan design and optimization across various Go-To-Market functions - ensuring incentives are strategically aligned with role responsibilities and organizational goals. You will establish robust metrics and analytics frameworks to track compensation plan performance, measure ROI, and identify opportunities for continuous improvement using quantitative analysis and business intelligence. Balancing strategic vision with operational rigor, you'll translate high-level business objectives into executable compensation plans while ensuring systems, processes, and analytics support accurate tracking and meaningful insights. Collaborating closely with cross-functional teams, you will own operational excellence and drive productivity improvements through data-driven insights

Job Duties & Responsibilities:

• Design and optimize incentive compensation plans for Okta's Customer First Go-To-Market teams (Renewals Manager, Customer Success Manager, Global Professional Services) that align with company objectives, market competitiveness, and sales force effectiveness metrics. This includes Incentive strategy, quota submission, SPIFF design and administration, attainment reporting, territory mapping, and other admin duties
• Conduct comprehensive compensation analyses and modeling using Salesforce, Anaplan, Xactly, and other analytics tools to forecast plan costs, simulate scenarios, and measure the ROI and effectiveness of compensation changes
• Develop territory management and sales crediting frameworks that fairly allocate compensation, minimize disputes, and accurately reflect individual contributor performance across complex deal structures and account coverage models
• Collaborate with Sales Operations, Finance, and HR to implement compensation plan changes, ensure accurate payouts, maintain system integrity, and drive adoption of new compensation strategies across the organization
• Analyze sales performance data and compensation metrics to identify trends, inefficiencies, and opportunities for improvement; translate findings into actionable recommendations for plan refinements and strategic adjustments
• Partner with Sales leadership and Finance to develop business cases and executive presentations that communicate compensation strategy recommendations, competitive benchmarking insights, and projected business impact of proposed changes

What we're looking for:

• 6+ years of progressive experience in sales compensation design, strategy, or analytics within public SaaS, software, or technology companies, with demonstrated expertise in organizational scaling
• Deep expertise in sales compensation architecture, including territory management design, account coverage models, sales crediting methodologies, and compensation plan mechanics that drive business outcomes
• Advanced Proficiency of systems and platforms (such as Salesforce, Anaplan, Xactly, & Workday) to understand how compensation data integrates with each
• Track record of leading strategic cross-functional initiatives and virtual teams while maintaining executive visibility and stakeholder alignment at senior levels
• Executive-level communication skills—both written and verbal—with the ability to translate complex compensation strategies into compelling narratives, build persuasive business cases, and anticipate senior leadership questions
• Self-directed problem-solver who takes ownership of outcomes, identifies innovative solutions proactively, and consistently delivers high-quality, accurate work within tight timeframes
• Agile mindset with comfort navigating ambiguity, embracing organizational change, and adapting quickly to evolving priorities and new information

Nice to have:

• Advanced data querying capabilities to extract, manipulate, and analyze compensation and sales data directly from databases without heavy reliance on BI tools
• Knowledge of comp plan governance, audit, and compliance requirements including SOX compliance and financial controls related to compensation payouts