Top 125003 Director of Compensation Jobs

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ServiceNow —San Diego, CA
- $173,200 - $303,100 a year
- Online Application
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- Residential
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- Health insurance
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Director, Compensation Business Partner — Sales

ServiceNow -
San Diego, CA

Quick Apply

Job Details

Full-time
$173,200 - $303,100 a year

Benefits

Employee stock purchase plan
Health insurance
Flexible spending account
Family leave
401(k) matching

Qualifications

Statistics
Stakeholder engagement
Incentive plan management
Sales compensation planning
Predictive modeling analysis
Sales incentive & commission planning
HR communication
Spreadsheets
Performance-based pay planning
Data-driven problem-solving
Regression analysis
Cross-functional collaboration
Research findings presentation
Stakeholder relationship building
Cross-functional communication
Statistical analysis tools
Stakeholder management

Full Job Description

Company Description

It all started in sunny San Diego, California in 2004 when a visionary engineer, Fred Luddy, saw the potential to transform how we work. Fast forward to today — ServiceNow stands as a global market leader, bringing innovative AI-enhanced technology to over 8,100 customers, including 85% of the Fortune 500®. Our intelligent cloud-based platform seamlessly connects people, systems, and processes to empower organizations to find smarter, faster, and better ways to work. But this is just the beginning of our journey. Join us as we pursue our purpose to make the world work better for everyone.

Job Description

About the Role

We’re looking for a Director, Compensation Partner to serve as the dedicated advisor to our global Sales organization. This is a high-visibility role at the intersection of data and strategy — you’ll translate market intelligence and plan analytics into clear, actionable recommendations that shape how we attract and retain top sales talent and influence business decisions at scale. If you’re equally comfortable building a regression model and presenting findings to an executive, this role is for you. You will partner directly with Sales HRBPs, Talent Acquisition, Finance, and Sales leadership, and are expected to bring a point of view rather than simply administer process.

Key Responsibilities

Analyze performance and compensation data to assess plan effectiveness, identify trends, and recommend improvements.
Lead annual and mid-year compensation planning cycles, including modeling, communications, and rollout.
Ensure compliance and governance across compensation programs, including policy adherence and audit readiness.
Stay current on industry benchmarks and market trends to ensure competitiveness and relevance of compensation structures.
Support M&A activities from a sales compensation perspective, including due diligence on acquired plans, retention incentives for key sales talent, and integration of acquired teams into existing frameworks.
Conduct compensation benchmarking and gap analysis for acquired entities, developing transition plans that balance retention risk with cost considerations and internal equity.
Drive analysis on ad hoc research and various pay projects; bring a point of view, not just a spreadsheet.
Develop and advise on programs and training to educate HR, leaders, and managers on compensation programs, reinforcing the organization’s compensation philosophy and culture.
Proactively identify plan effectiveness gaps and bring forward data-backed recommendations before problems escalate.

Qualifications

Required Qualifications

10+ years of progressive compensation experience, with meaningful exposure to Sales incentive design and administration in a complex, matrixed environment.
Strong proficiency in Excel (pivot tables, lookups, statistical analysis, modeling).
Proven ability to serve as a strategic business partner and advisor to senior executive leaders — comfortable presenting to VP- and C-suite audiences.
Proven ability to translate data insights into recommendations that influence leadership decisions.
Strong consultative instincts — you ask the right questions, challenge assumptions respectfully, and build trust through expertise.
Resourceful and self-directed — able to navigate ambiguity and move work forward without waiting for perfect information.
Strong organizational and time management skills; proven ability to manage multiple priorities simultaneously.
Strong communication and stakeholder management skills, including the ability to simplify complex compensation concepts.
Bachelor’s degree in Business, Finance, HR, Economics, or related field (or equivalent work experience).

Preferred Qualifications

Experience with Workday, compensation management systems, or BI tools.
Background in M&A integration from a compensation perspective.

Key Competencies

Analytical Rigor: Able to build models, interpret trends, and use data to solve business problems.
Influence & Partnership: Confident in working with senior leaders and cross-functional stakeholders.
Communication: Clear, concise, and compelling explanations.
Business Acumen: Understands how sales organizations work and how compensation affects behavior.
Continuous Improvement Mindset: Comfortable iterating and optimizing processes and programs.

JV20

For positions in this location, we offer a base pay of $173,200 - $303,100, plus equity (when applicable), variable/incentive compensation and benefits. Sales positions generally offer a competitive On Target Earnings (OTE) incentive compensation structure. Please note that the base pay shown is a guideline, and individual total compensation will vary based on factors such as qualifications, skill level, competencies, and work location. We also offer health plans, including flexible spending accounts, a 401(k) Plan with company match, ESPP, matching donations, a flexible time away plan and family leave programs. Compensation is based on the geographic location in which the role is located and is subject to change based on work location.

Additional Information

Work Personas

We approach our distributed world of work with flexibility and trust. Work personas (flexible, remote, or required in office) are categories that are assigned to ServiceNow employees depending on the nature of their work and their assigned work location. Learn more here. To determine eligibility for a work persona, ServiceNow may confirm the distance between your primary residence and the closest ServiceNow office using a third-party service.

Equal Opportunity Employer

ServiceNow is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex, sexual orientation, national origin or nationality, ancestry, age, disability, gender identity or expression, marital status, veteran status, or any other category protected by law. In addition, all qualified applicants with arrest or conviction records will be considered for employment in accordance with legal requirements.

Accommodations

We strive to create an accessible and inclusive experience for all candidates. If you require a reasonable accommodation to complete any part of the application process, or are unable to use this online application and need an alternative method to apply, please contact [email protected] for assistance.

Export Control Regulations

For positions requiring access to controlled technology subject to export control regulations, including the U.S. Export Administration Regulations (EAR), ServiceNow may be required to obtain export control approval from government authorities for certain individuals. All employment is contingent upon ServiceNow obtaining any export license or other approval that may be required by relevant export control authorities.

Quick Apply

Refine Your Search

Director of Compensation jobs

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