Vice President

Vice President, Sales Compensation

Compensation will partner closely with Sales, Service, Finance, IT, HR, Data & Analytics, and regional business leaders to ensure plans are aligned to strategy, operationally executable, financially sound, and globally consistent.

Lead the design and governance of global sales compensation programs that align with Xerox's GTM strategy, financial goals, and operational priorities.

Develop modeling, scenario analyses, and recommendations to senior leadership, providing clear trade-offs and implications.

Serve as the primary advisor on sales compensation strategy for executive leadership.

Provide enterprise-wide leadership on the design, governance, and ongoing refinement of incentive programs across all geographies and business units.

Conduct analyses to evaluate incentive plan effectiveness, including cost, productivity, attainment, ROI, variance to plan, and behavioral outcomes.

Ensure business plans and goals are being followed and achieved, providing ongoing insights and recommendations to Sales, Finance, and Total Rewards leadership.

Maintain awareness of legislative, regulatory, and compliance requirements impacting sales compensation.

Partner closely with Sales, Finance, HR, IT, and regional leadership to ensure consistent understanding, adoption, and execution of compensation programs.

Navigate complex stakeholder needs and drive alignment across diverse perspectives.

Act as a connector and facilitator, ensuring transparency and governance across all program decisions.

Work closely with IT to design, optimize, and modernize technology, data, and tooling that support the full sales compensation cycle.

Assess and recommend improvements to current systems (SAP, analytics platforms, reporting tools).

Strengthen processes for quota-setting, crediting, reporting, stack ranking, performance insights, and payout calculations.

Manage vendor and partner relationships, including outsourced teams (e.g., TCS), ensuring quality and performance against SLAs.

Leverage data to evaluate program effectiveness, sales behavior, attainment, sales cost, ROI, and financial impact.

Partner with Finance and Data Analytics to develop dashboards, KPIs, and reports for Sales and executive leadership.

Provide insights that support quota methodology, performance management, and GTM decisions.

Provide leadership and direction to the global sales compensation team, setting clear objectives, expectations, timelines, and performance standards.

Serve as a player-coach, directly engaging in complex analyses and design work while developing and elevating the capabilities of the team.

Determine staffing needs, oversee recruiting and hiring, and ensure effective onboarding, training, and professional development.

Build a high-performing function that can support complex plan design, modeling, quota processes, analytics, and day-to-day administration.

Foster a culture of accountability, partnership, continuous learning, and resilience.

1012+ years in Sales Compensation, Total Rewards, or related fields, with deep expertise in incentive plan design and modeling.

Demonstrated experience designing and managing sales compensation programs in complex, transforming organizations.

Strong track record of partnering with IT to build or modernize compensation technology, tools, and data processes.

Experience influencing, aligning, and engaging diverse stakeholders at senior levels.

Background working with global teams, external vendors, and managed service providers.

Hands-on experience with SAP, Varicent, or similar incentive compensation systems strongly preferred.

Strategic thinker with the ability to translate business strategy into actionable incentive design.

Strong analytical capability; able to build and interpret models that inform decision-making.

Exceptional communication skills; able to simplify complexity and tell a clear story.

High learning agility; thrives in environments of continuous change and ambiguity.

Demonstrated ability to lead through influence, build alignment, and navigate competing priorities.

"Player-coach" mindset : willing to dive into details while leading a global team.

Comfortable operating with limited resources while building scalable, sustainable solutions.