Sales Ops Compensation and Planning Analyst

Sales Ops Compensation And Planning Analyst

Early education is one of the greatest determinants of childhood outcomes, is a must for working families, and has lasting social and economic impact. Brightwheel's vision is high quality early education for every child. We pursue this by directly supporting teachers in the classroom, engaging parents in the development of their kids, and enabling the small businesses that make up the backbone of the $175 billion early education industry. Brightwheel is the most loved technology brand in early education, trusted by tens of thousands of providers and millions of educators and families.

Our team is passionate, talented, and customer-focused. We embody our Leadership Principles in our work and culture. We are a distributed team with remote employees across every US time zone, as well as select offices in the US and internationally. Our exceptional investor group includes Addition, Bessemer, Emerson Collective, Lowercase Capital, Mark Cuban, Notable Capital, and others.

You're a quantitative, detail-oriented SalesOps analyst who has hands-on experience building compensation models and quota models. You build rigorous models, explain trade-offs to leaders, and execute operationally so compensation and growing headcount programs run smoothly. You embrace automation and are constantly using AI tools to improve efficiency, reduce manual work, and accelerate analysis. You're curious, organized, and comfortable working across People, Finance, Sales Leadership, and Analytics.

What You'll Do

Compensation design & administration build, test, and maintain compensation plan models (OTE, base / variable split, accelerators, SPIFs); run commission calculations, audits, and payout validations.

Quota & floor design develop quota-setting methodology and quota floors by segment / role / location; run quota scenario modeling and sensitivity analysis; lead quota calibration exercises.

Headcount planning & forecasting maintain rolling headcount models by role / team and produce hiring models tied to AOP targets.

Annual planning support drive the people and comp assumptions for annual planning; translate targets into quota, ramp, and comp implications and produce what-if analyses.

Monthly performance & forecasting cadence (MPE) own month-end reporting (attainment, forecast vs. actuals) and recommend corrective actions.

Promotions & special programs assess promotion impacts on pay and quotas; design SPIFs / short-term incentives and measure program effectiveness.

Comp reporting & governance own recurring comp reporting, ad-hoc analyses, and audit controls; document runbooks and change-management processes.

Systems & automation partner with Systems / IT to maintain Salesforce and comp tooling, automate repetitive tasks, and improve data flows.

AI-enabled productivity apply AI tools (LLMs, automation scripts, no-code / low-code tools) to speed model building, automate reporting, draft executive summaries, and improve accuracy.

Cross-functional partnership translate technical models into clear recommendations and build trusted relationships with Revenue leaders, Finance, People / HR, and Recruiting.

Executive communication Present directly with the CEO and executive team.

What You've Done

3+ years of experience in Sales Operations, Sales Compensation, Revenue Operations, or Finance in a SaaS or high-growth environment.

Hands-on experience building and maintaining compensation models and quota models (commissions, accelerators, quota / PTO impacts).

Advanced Google Sheets / Excel skills (scenario modeling, pivot tables, complex formulas).

SQL fluency and experience with Salesforce (opps, territories).

Strong written / verbal communication and experience producing executive-ready decks.

Proven attention to detail and a control-minded approach to payouts and comp changes.

Comfortable adopting and using AI tools to accelerate analysis, automation, or content generation.

Experience with compensation platforms (CaptivateIQ, Xactly, Anaplan, or similar). [Nice to have]

Prior exposure to headcount modeling and workforce cost scenarios. [Nice to have]

Familiarity with forecast accuracy metrics (MAPE, bias) or formal forecasting processes. [Nice to have]

Experience integrating AI tools into analytics workflows or building automation pipelines. [Nice to have]

We want our team members and their families to thrive, and we're committed to providing competitive, high-quality benefits to support their health, well-being, and future. While specific offerings may vary by region, we aim to offer strong support in the following areas :

Healthcare Coverage : Comprehensive medical, dental, and vision benefits where available; we aim to cover a high portion of costs for employees and their families.

Paid Parental Leave : Generous leave to support growing families, with timing and structure aligned to local standards.

Flexible Paid Time Off (PTO) : Encouraging regular rest and recharge through flexible vacation policies.

Retirement & Savings Support : Where possible, we provide local retirement or savings plan access (e.g., 401(k) in the U.S.).

Brightwheel is committed to creating a diverse and inclusive work environment and is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity, gender expression, sexual orientation, national origin, genetics, disability, age, or veteran status.