The role:

Reporting to the Senior Director, Sales Enablement & Operations, the Senior Manager, Sales Planning & Operations will own the end-to-end sales planning function for a scaling B2B SaaS company serving the home services market. This is a builder role with an eye to the numbers, with a growing leadership mandate. You'll partner at the senior levels across Finance/FP&A, Sales Leadership, Strategy & Operations, and Marketing to build the analytical infrastructure that connects strategic direction to field execution. The mandate isn't just setting the goals though, it's to make sure the execution is on track and results are shared broadly.

This isn't a "run the model someone else built" job. You're building the model, building the team around it, and building the translation layer that turns targets into field-ready plans and field reality back into decisions leadership can act on.

As the Senior Manager, Sales Planning & Operations, you'll own:

• Bottom-up sales planning. Rep-level quota models, channel-level capacity plans, and segment-level rollups that stress-test top-down targets from below.
• Forecasting infrastructure. Design and run the operating rhythm for how SE&Ops inputs into the forecast: by channel, by initiative, and by segment, including the intersections across them. Outputs include headcount planning and quota setting.
• Quota and capacity design. Own the analytical work behind quota-setting and compensation plan design. Work with Finance to validate assumptions from the top; work with Sales leadership to ground-truth the outputs.
• Goal-setting translation. Own the two-way translation between company-level targets and field-level goals: how a top-down revenue or growth target decomposes into segment/channel/rep targets, and how performance against those targets rolls back up into a coherent read-out for Sales, Finance, and executive stakeholders. This is a distinct deliverable, and requires being equally fluent in the math and in telling the story to a director or VP who wasn't in the room when the model was built.
• Planning cadence. Stand up the Q4 planning process as the first end-to-end cycle. Establish the repeatable model for how SE&Ops anchors into annual and quarterly planning going forward.
• Team build. Hire and manage a Planning Analyst within Year 1 as the function's first direct report, with the expectation that this team grows further as scope expands.

To be successful, you should have:

• Extensive experience in FP&A, revenue operations, or sales operations with direct ownership of quota modelling, capacity planning, or sales planning, ideally with some exposure to managing or mentoring junior talent
• Proven ability to build planning models from scratch in a high-growth SaaS environment, not just maintain inherited ones
• Strong analytical foundation: fluent in Excel/Google Sheets for modelling; SQL or BI tool exposure (Looker, Tableau, etc.) is a plus
• Ability to leverage AI into workflows. Jobber is an AI first organization and this role will need to leverage and include AI to be effective and efficient
• Comfort operating in ambiguity. You won't be handed a process; you'll design it
• Track record of influencing director+ stakeholders with data, including stakeholders outside your own function, not just producing outputs they ignore
• Strong communication skills as a core requirement, not a soft nice-to-have: demonstrated ability to translate rep-level math into exec-level clarity, and to explain how a target set at the top actually plays out on the ground - in both directions

The most important attributes you need to show:

• Builder mindset - gets more excited by a blank slate than a polished system
• High ownership - treats the number like it's their own
• Cross-functional instinct - naturally connects Sales, Finance, and Ops rather than staying in a lane
• Precision without perfectionism - knows the difference between a model that's good enough to act on and one that needs another week
• Clear communicator - can hold their own in a room with directors and VPs who challenge the model's assumptions, not just present to them
• People-leader potential - wants to build and grow a team, not just an individual body of work

Location:

We believe great collaboration is intentional, and sometimes that means coming together in person to build, brainstorm, and connect. To support this, the role is open to candidates based in one of our hub cities: Edmonton, Toronto, Vancouver, or Kitchener-Waterloo.

Compensation:

At Jobber, we believe that compensation should be transparent, fair, and reflective of your experience and growth. This role has a minimum annual salary of $151,200, a midpoint of $177,900, and a maximum salary of $204,500, designed to show the progression from learning the ropes to truly excelling.

We design our compensation to reflect each new hire's skills, experience against the complexity of the role, ensuring a fair and competitive salary. Our range is intentionally broad to support growth and long-term impact, with fully established hires typically starting around the midpoint. The higher end of the range is reserved for those who have demonstrated deep expertise and lasting contributions, while offers below the midpoint reflect strong potential with room to develop. This approach ensures that compensation aligns with both an individual's current capabilities and their opportunity for future growth.

Base salary is just one part of a total compensation package that will include equity rewards, annual stipends for health and wellness, retirement savings matching, and an extended health package with fully paid premiums for body and mind. Your professional growth matters to us too! You'll have access to a dedicated talent development program that includes career coaching and opportunities for career development.

We believe in transparency and open conversations about compensation. If you have any questions about our approach, we're happy to discuss them throughout the hiring process!

What you can expect from Jobber:

• A total compensation package that includes an extended health benefits package with fully paid premiums for both body and mind, matching in RRSP, TFSA or FHSA, and stock options.
• A dedicated Talent Development team and access to coaching, learning, and leadership programs to help you grow your career, reach your goals, and unlock your full potential.
• A unique opportunity to build, grow, and leave your impact on a $400-billion industry that has no dominant player...yet.
• To work with a group of people who are humble, supportive, and give a sh*t about our customers.