Additional Location(s): N/A
Senior Manager, Sales Compensation & Commercial Incentive Strategy
About the role:
The Senior Manager, Sales Compensation & Commercial Incentive Strategy is a strategic leader responsible for the design, governance, administration and optimization of incentive compensation programs that drive commercial performance and support business growth objectives. This role partners closely with Sales Leadership, Finance, Human Resources, Commercial Operations and Analytics teams to ensure compensation programs effectively align sales behaviors with organizational goals while maintaining operational excellence, financial stewardship and compliance.
The position oversees the full compensation lifecycle, including incentive plan strategy and design, compensation administration, forecasting, governance, analytics, communications and continuous improvement initiatives. The ideal candidate combines strong business acumen, analytical expertise and operational leadership to translate commercial priorities into effective and scalable incentive solutions.
Work model, sponsorship, relocation:
At Boston Scientific, we value collaboration and synergy. This role follows a hybrid work model requiring employees to be in our local office at least three days per week. Boston Scientific will not offer sponsorship or take over sponsorship of an employment visa for this position at this time. Relocation assistance is not available for this position at this time.
Your responsibilities will include:
Commercial incentive strategy
• Lead the development, design and ongoing refinement of sales incentive and compensation programs across multiple commercial teams.
• Partner with Commercial Leadership to align compensation strategies with revenue growth, market expansion, profitability and strategic business initiatives.
• Design incentive structures, performance measures, payout curves, accelerators, thresholds and special incentive programs that influence desired commercial behaviors.
• Conduct financial modeling and scenario analysis to evaluate plan effectiveness, participant outcomes and organizational impact.
• Benchmark compensation practices against industry standards and recommend enhancements that strengthen competitive positioning.
Compensation administration and operations
• Lead the administration of monthly, quarterly and annual incentive compensation processes.
• Ensure accurate and timely calculation, validation, approval and payment of incentive compensation.
• Manage compensation calendars, exception governance, adjustments and dispute resolution processes.
• Partner with Payroll and Finance to support accurate accruals, forecasting and financial reporting.
• Maintain service levels that provide a high-quality experience for sales leadership and the field organization.
Analytics and business insights
• Develop executive reporting and dashboards that provide visibility into attainment, payout performance, compensation expense and plan effectiveness.
• Analyze compensation outcomes and recommend improvements to drive productivity, retention and achievement of business goals.
• Support annual operating plans, compensation expense forecasting, quota-setting processes and organizational planning initiatives.
• Present data-driven recommendations to senior leadership on compensation strategy and performance trends.
Governance, risk and compliance
• Establish and maintain compensation governance frameworks, controls and operating procedures.
• Ensure compliance with company policies, audit requirements and financial control standards.
• Lead compensation-related audit activities, documentation reviews and remediation efforts when necessary.
• Identify and mitigate business, operational and compliance risks associated with compensation programs.
Technology and process improvement
• Serve as key business partner for compensation systems and supporting technologies.
• Drive automation, simplification and process optimization initiatives to improve scalability and efficiency.
• Partner with data and technology teams to enhance compensation platforms, reporting capabilities and user experiences.
• Evaluate opportunities to leverage advanced analytics, AI and automation to improve decision-making and operational effectiveness.
Leadership and cross-functional partnership
• Lead and develop a high-performing compensation team while fostering a culture of accountability, collaboration and continuous improvement.
• Build strong partnerships across Commercial Leadership, Sales Operations, Finance, Human Resources, Legal, Compliance and Technology teams.
• Serve as a trusted advisor to senior leaders on compensation strategy, incentive effectiveness and commercial performance.
• Lead communication and change-management efforts related to compensation program launches and enhancements.
Qualifications:
Required qualifications:
• Bachelor's degree in Business, Finance, Economics, Mathematics, Human Resources or a related discipline.
• Minimum of 7 years' experience in sales compensation, incentive strategy, commercial operations, finance or related functions.
• Demonstrated experience designing and administering complex incentive compensation programs.
• Strong analytical, financial modeling and problem-solving skills.
• Experience managing cross-functional initiatives and influencing stakeholders at multiple organizational levels.
• Excellent communication, leadership and project management capabilities.
Preferred qualifications:
• MBA or advanced business degree.
• Experience supporting large, geographically distributed sales organizations.
• Experience with compensation management platforms such as Anaplan, Varicent, Xactly, SAP Commissions or equivalent solutions.
• Knowledge of quota setting, territory design, commercial analytics and field force effectiveness methodologies.
• Experience leading system implementations, process transformations or organizational change initiatives.
Requisition ID: 631460
Minimum Salary: $131700
Maximum Salary: $250200
The anticipated compensation listed above and the value of core and optional employee benefits offered by Boston Scientific (BSC) - see www.bscbenefitsconnect.com-will vary based on actual location of the position and other pertinent factors considered in determining actual compensation for the role. Compensation will be commensurate with demonstrable level of experience and training, pertinent education including licensure and certifications, among other relevant business or organizational needs. At BSC, it is not typical for an individual to be hired near the bottom or top of the anticipated salary range listed above.
Compensation for non-exempt (hourly), non-sales roles may also include variable compensation from time to time (e.g., any overtime and shift differential) and annual bonus target (subject to plan eligibility and other requirements).
Compensation for exempt, non-sales roles may also include variable compensation, i.e., annual bonus target and long-term incentives (subject to plan eligibility and other requirements).
For MA positions: It is unlawful to require or administer a lie detector test for employment. Violators are subject to criminal penalties and civil liability.
