Incentive Compensation Manager

<div class="content-intro"><p>GitLab is the intelligent orchestration platform for DevSecOps. GitLab enables organizations to increase developer productivity, improve operational efficiency, reduce security and compliance risk, and accelerate digital transformation. More than 50 million registered users and more than 50% of the Fortune 100* trust GitLab to ship better, more secure software faster.</p> <p>The same principles built into our products are reflected in how our team works: we embrace AI as a core productivity multiplier, with all team members expected to incorporate AI into their daily workflows to drive efficiency, innovation, and impact. GitLab is where careers accelerate, innovation flourishes, and every voice is valued. Our high-performance culture is driven by our values&nbsp;and continuous knowledge exchange, enabling our team members to reach their full potential while collaborating with industry leaders to solve complex problems. <a href="https://www.youtube.com/watch?v=OuZIb5zszQI">Co-create the future with us</a> as we build technology that transforms how the world develops software.</p> <p>*<em>Fortune 500® is a registered trademark of Fortune Media IP Limited, used under license. Claim based on GitLab data. Fortune 100 refers to the top 20% ranked companies in the 2025 Fortune 500 list, published in June 2025. Fortune and Fortune Media IP Limited are not affiliated with, and do not endorse products or services of GitLab.</em></p></div><h4><strong>An overview of this role</strong></h4> <p>As an Incentive Compensation Manager, you will be responsible for the strategic design, implementation, and operational management &amp; enablement of all incentive compensation programs across the Chief Revenue Officer (CRO) organization. This includes Sales, Customer Success, Professional Services, Channel/Partnerships roles. You will serve as the subject matter expert on sales compensation philosophy and policy, partnering with executive leadership to design plans that drive strategic behaviors, optimize sales productivity, and support GitLab's revenue growth objectives while maintaining cost efficiency and market competitiveness.</p> <p>This role requires a unique combination of strategic thinking, analytical rigor, operational excellence, and change management expertise. You will report to the Director of Incentive Compensation and be responsible for all aspects of the compensation lifecycle— from annual plan design through monthly commission processing—ensuring accuracy, compliance, and alignment with business goals.</p> <p><strong>What You'll Do&nbsp;</strong></p> <ul> <li>Lead annual compensation plan development in partnership with CRO, Sales Leadership, Customer Success, and Finance; translate business objectives into effective incentive structures</li> <li>Design role-specific compensation frameworks including base/variable splits, quota-to-OTE ratios, accelerators, decelerators, thresholds, and performance tiers aligned to role expectations and market standards</li> <li>Design compensation mechanics that bridge traditional SaaS (ARR/subscription) and consumption-based (usage/metered) revenue motions, including hybrid quota structures, draw mechanics, and milestone-based incentives where revenue recognition is non-linear</li> <li>Leverage AI-powered tools and automation to develop self-service rep inquiry agents, streamline commission calculations, and enhance plan modeling capabilities</li> <li>Develop compensation governance frameworks including plan approval workflows, exception handling, change management protocols, and ongoing plan maintenance processes</li> <li>Model compensation scenarios to optimize the balance between motivational impact, cost efficiency, competitive positioning, and predictability; conduct sensitivity analysis on various business outcomes</li> <li>Partner with People/Total Rewards to ensure CRO compensation programs align with GitLab's overall compensation philosophy, internal equity principles, and total rewards strategy</li> <li>Design incentive mechanisms that drive strategic behaviors including new logo acquisition, expansion, consumption revenue growth, multi-year deals, product mix, and customer retention</li> <li>Create SPIFs, contests, and accelerator programs to address short-term business priorities and accelerate specific outcomes (pipeline generation, deal velocity, strategic initiatives)</li> <li>Develop compensation analytics frameworks to track plan effectiveness, cost efficiency, and business impact</li> <li>Track key compensation metrics including average earnings, payout ratios, cost-per-dollar-sold, plan leverage, and quota attainment distribution</li> <li>Model the impact of compensation changes on representative behavior, company costs, revenue outcomes, and team morale</li> <li>Conduct ongoing plan performance reviews comparing actual results against design intent; recommend mid-year adjustments when warranted</li> <li>Leverage AI to provide visibility into compensation spend, attainment trends, and plan performance against objectives</li> <li>Perform ROI analysis on compensation investments including SPIFs, accelerators, and special programs</li> <li>Partner with Sales Analytics to integrate compensation data with broader revenue performance analytics</li> <li>Serve as trusted advisor to Stakeholders &amp; Sales Leadership on all compensation-related matters including plan design, policy decisions, and individual situations</li> <li>Present compensation recommendations to Sales leadership, Finance leadership, and Incentive Compensation Committee</li> <li>Lead annual compensation communication campaigns including plan rollouts, training sessions, manager enablement, and field team Q&amp;A</li> <li>Manage compensation inquiries from field teams, providing clear explanations of plan mechanics, policies, and individual situations</li> <li>Partner with Sales Enablement to incorporate compensation understanding into onboarding programs and ongoing training</li> <li>Collaborate with Finance/FP&amp;A on compensation expense planning, budget management, and actual-vs-plan reporting</li> <li>Work with Legal and Compliance teams to ensure plan structures meet regulatory requirements across global markets</li> <li>Engage with Total Rewards/People teams on holistic compensation philosophy, market data, and employee experience</li> </ul> <p><strong>What You’ll Bring&nbsp;</strong></p> <ul> <li>5 years of progressive compensation experience with at least 3-5 years focused specifically on sales compensation design and incentive strategy &amp; operations</li> <li>Deep expertise in B2B SaaS &amp; Consumption sales compensation including experience with multiple sales roles (AEs, SEs, CSMs, Channel, etc.) and complex go-to-market motions</li> <li>Background in high-growth SaaS companies ($500M+ ARR preferred) with experience scaling compensation operations</li> <li>Direct experience designing and administering compensation plans in a hybrid SaaS and consumption business model — including handling variable payout timing, usage-based quotas, and ramp structures unique to consumption GTM</li> <li>Understanding of consumption growth dynamics (land-and-expand, usage ramps) and how they differ from traditional SaaS renewal/expansion motions and how to incentivize both</li> <li>Hands-on experience using AI or ma