Manager, GTM Incentive Compensation

It's fun to work in a company where people truly BELIEVE in what they're doing!We're committed to bringing passion and customer focus to the business.Role OverviewWe areseekinga strategic and analytically driven GTM Incentive CompensationManagerto leadallourcommissionandvariablecompensation programs across all go-to-market functions. This is notmerelya commission administration role — it is a seat at the planning table.You will own the design, governance, andfinancial managementof all GTM variable pay programs, including sales commissions, SPIFs, MBO-based plans, and performance bonuses across Sales, Customer Success, and Marketing. Critically, you will build themodellinginfrastructure and attainment analytics that give leadership real-time visibility into plan effectiveness, payout trends, and compensation ROI.You will serve as the subject matter expert on incentive compensation strategy — partnering with GTM leaders, Finance, HR, andRevOpsto shape how we pay, motivate, andretainour commercial teams. This includesparticipatingin annual planning cycles, advising on quota design, and presenting compensation analyses to senior leadership and the Compensation Committee.This is a player-coach role: you will own strategy and governance while overseeing execution with support fromAnalysts.You willownkeybusinessprocessesand bepositioned to shapethesetobebest inclassandrelevanttoAvid’s currentstate. Key Responsibilities1. GTM Variable Compensation StrategyLead the design and annual refresh of all GTM variable compensation plans: commissions, SPIFs, MBO-based plans, and retention and performance bonuses across Sales, Customer Success, and MarketingTranslate company growth objectives into differentiated, role-specific incentive structures that drive the right behaviors at each stage of the customer lifecycleDefine plan mechanics, quota structures, accelerators, and caps in collaboration with Sales Leadership, RevOps, and FinanceProactively benchmark plans against market data and recommend structural changes to keep compensation competitive and aligned with business strategyEnsure all variable comp plans are documented, approved, and communicated clearly to all eligible employees2. Financial Modeling, Attainment & InsightsOwn all variable compensation financials across every GTM plan: accruals, budgeting, forecasting, and multi-scenario modelingBuild and maintain dynamic compensation models to assess the P&L impact of plan design changes, headcount shifts, quota changes, and market adjustmentsTrack attainment at the team, segment, and individual level; surface patterns in performance distribution to identify coaching gaps, structural plan issues, or quota calibration problemsDeliver regular insights to Sales and Finance leadership on payout trends, quota attainment rates, earnings distributions, and plan ROIDevelop dashboards and reporting frameworks that provide real-time visibility into variable compensation spend versus budgetSupport monthly, quarterly, and annual financial close cycles with accurate accruals and variance analysis3. Strategic Business PartneringServe as the strategic advisor on all variable compensation matters to GTM leadership — bringing a point of view and recommendations, not just analysisParticipate actively in GTM planning cycles including territory design, quota-setting, and headcount planning as the incentive compensation subject matter expertPrepare and present compensation reviews, plan effectiveness analyses, and design recommendations to senior leadership and the Compensation CommitteePartner with HR and People teams on compensation philosophy alignment, variable pay ranges for GTM offer letters, and total rewards positioningAct as a trusted thought partner to Sales, Finance, HR, and RevOps — navigating competing priorities with data and clear reasoning4. Process Ownership & GovernanceOwn the end-to-end variable compensation governance framework: plan documents, approval workflows, policy controls, and audit trailsEstablish and maintain clear policies, internal controls, and documentation standards across all GTM variable pay plansEnsure compliance with internal controls, audit requirements, and relevant accounting standards (including ASC 340-40 commission capitalization)Drive continuous improvement in process efficiency, accuracy, and scalability as the business grows5. Compensation Operations & ExecutionOversee commission calculations, validations, and payroll coordination across all GTM plans with support from a Compensation AnalystPartner with Payroll, HR, and Sales Operations to ensure timely, accurate, and well-documented variable pay disbursementsManage reconciliation processes and resolve discrepancies with a clear audit trailEvaluate and manage compensation technology platforms to ensure operational efficiency and data integrityFacilitate thecommissionsteering committeePlanningandexecutionofthecorporate bonus planand annualmeritprocess,asnecessaryQualificationsRequired7–10+ ye