Eaton
Director, Sales Compensation
Eaton, Carnot-Moon, Pennsylvania, United States,
Eaton Corporation is currently seeking a Sales Compensation Director to join our North American Sales organization within our Electrical Sector – Americas business. This position can be located in Moon Township, PA or Beachwood, OH. Relocation assistance is available.
Reporting to the VP of Human Resources, this person will be responsible for leading the sales incentive program assessment, design, development, and implementation for the Electrical Sector Americas Region. The Director, Sales Compensation is also responsible for establishing the guiding principles, goals, action plans and measurements required to ensure effective sales incentive program. This position is the Business owner of enterprise sales incentive technology and has responsibility for leading future deployments. This role also manages the team that administers sales incentive plans for multiple Eaton businesses and multiple Electrical Sector Americas divisions.
What you’ll do:
Business owner for the enterprise-wide sales incentive management technology including the design of sales plans for the Electrical Sector Americas region.
Lead the implementation of Anaplan, in partnership with sales, finance, and compensation, to support Eaton’s sales business strategy. This includes overseeing the transition from previous systems and ensuring that the new system meets the organization's needs.
Develop and execute communication strategies to ensure that all stakeholders are informed about the changes and benefits of the new system.
Continuously monitor the performance of the incentive plans and the Anaplan system, and making improvements as needed. This involves staying up-to-date with industry best practices and incorporating feedback from stakeholders.
Provide analytical oversight of sales incentive compensation program development, evaluate and establish metrics for sales plan effectiveness.
Ensure effective governance and transparency in the incentive compensation process by setting clear guidelines and maintaining transparency in how incentives are calculated and distributed.
Provide training and support to the sales team and other stakeholders to ensure they understand how to use the new system effectively. This includes creating training materials and conducting workshops or training sessions.
Lead the SIP (Sales Incentive Plan) governance committee for Electrical Sector Americas and provide guidance on global SIP plans across the company.
Qualifications:Basic Qualifications:
Bachelor’s degree from an accredited institution.
Minimum of 10 years of human resources, compensation, or sales experience.
Experienced with using data/sales management systems to drive defined outcomes.
All candidates must be eligible to work in the United States on a permanent basis.
Understanding of US legislation (federal, state, local) as it relates to compensation.
Preferred Qualifications:
Bachelors in Business, Finance, HR, or related field from an accredited institution.
Sales incentive compensation experience preferred.
Experience working within Anaplan; experience implementing Anaplan in a large, matrixed organization a plus.
Knowledge and experience of Human Resources Management Systems.
Experience in Compensation Management: Extensive experience in various aspects of compensation management, including business compensation, sales compensation, and executive compensation.
Skills:
Strong communicator and relationship-builder that can successfully work in cross functional and matrixed organizations and deliver measurable results.
Proven ability to stimulate new process development and process improvement while fostering a culture of learning.
Broad business acumen, ability to plan and manage execution of business plans, solutions.
Proven team leader, able to articulate clear direction that is consistent with Eaton's vision, strategy, and direction.
Ability to effectively negotiate and communicate ideas and thoughts to people at all levels of the organization.
Strong, proactive problem-solving skills and drive for results.
Analytical Skills: Strong analytical skills are required to assess the effectiveness of sales incentive plans and make data-driven decisions.
Must understand relationships to non-HR processes such as accounting, payroll, and time and labor reporting.
Significant influencing skills with the ability to support a position based on facts and data Technical Proficiency: Proficiency in using Anaplan and other incentive compensation management tools.
Must be proficient in Excel, Word, use of created databases and PowerPoint.
Advanced modeling and analytics skills.
At Eaton, we strive to provide compensation and benefits that attract, engage, and retain the best talent. This includes competitive pay and a variety of benefit programs for eligible employees. The expected annual salary range for this role is $136500.03 - $200200.04 a year. This role is also eligible for a variable incentive program.
Please note the salary information shown above is a general guideline only. Salaries are based upon candidate skills, experience, and qualifications, as well as market and business considerations.
We are committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job-related reasons regardless of an applicant's race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, marital status, genetic information, protected veteran status, or any other status protected by law.
Eaton believes in second chance employment. Qualified applicants with arrest or conviction history will be considered regardless of their arrest or conviction history, consistent with the Los Angeles County Fair Chance Ordinance, the California Fair Chance Act and other local laws.
You do not need to disclose your conviction history or participate in a background check until a conditional job offer is made to you. After making a conditional offer and running a background check, if Eaton is concerned about conviction that is directly related to the job, you will be given the chance to explain the circumstances surrounding the conviction, provide mitigating evidence, or challenge the accuracy of the background report.
To request a disability-related reasonable accommodation to assist you in your job search, application, or interview process, please call us at 1-800-836-6345 to discuss your specific need. Only accommodation requests will be accepted by this phone number.
We know that good benefit programs are important to employees and their families. Eaton provides various Health and Welfare benefits as well as Retirement benefits, and several programs that provide for paid and unpaid time away from work. Click here for more detail: Eaton Benefits Overview. Please note that specific programs and options available to an employee may depend on eligibility factors such as geographic location, date of hire, and the applicability of collective bargaining agreements.
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Reporting to the VP of Human Resources, this person will be responsible for leading the sales incentive program assessment, design, development, and implementation for the Electrical Sector Americas Region. The Director, Sales Compensation is also responsible for establishing the guiding principles, goals, action plans and measurements required to ensure effective sales incentive program. This position is the Business owner of enterprise sales incentive technology and has responsibility for leading future deployments. This role also manages the team that administers sales incentive plans for multiple Eaton businesses and multiple Electrical Sector Americas divisions.
What you’ll do:
Business owner for the enterprise-wide sales incentive management technology including the design of sales plans for the Electrical Sector Americas region.
Lead the implementation of Anaplan, in partnership with sales, finance, and compensation, to support Eaton’s sales business strategy. This includes overseeing the transition from previous systems and ensuring that the new system meets the organization's needs.
Develop and execute communication strategies to ensure that all stakeholders are informed about the changes and benefits of the new system.
Continuously monitor the performance of the incentive plans and the Anaplan system, and making improvements as needed. This involves staying up-to-date with industry best practices and incorporating feedback from stakeholders.
Provide analytical oversight of sales incentive compensation program development, evaluate and establish metrics for sales plan effectiveness.
Ensure effective governance and transparency in the incentive compensation process by setting clear guidelines and maintaining transparency in how incentives are calculated and distributed.
Provide training and support to the sales team and other stakeholders to ensure they understand how to use the new system effectively. This includes creating training materials and conducting workshops or training sessions.
Lead the SIP (Sales Incentive Plan) governance committee for Electrical Sector Americas and provide guidance on global SIP plans across the company.
Qualifications:Basic Qualifications:
Bachelor’s degree from an accredited institution.
Minimum of 10 years of human resources, compensation, or sales experience.
Experienced with using data/sales management systems to drive defined outcomes.
All candidates must be eligible to work in the United States on a permanent basis.
Understanding of US legislation (federal, state, local) as it relates to compensation.
Preferred Qualifications:
Bachelors in Business, Finance, HR, or related field from an accredited institution.
Sales incentive compensation experience preferred.
Experience working within Anaplan; experience implementing Anaplan in a large, matrixed organization a plus.
Knowledge and experience of Human Resources Management Systems.
Experience in Compensation Management: Extensive experience in various aspects of compensation management, including business compensation, sales compensation, and executive compensation.
Skills:
Strong communicator and relationship-builder that can successfully work in cross functional and matrixed organizations and deliver measurable results.
Proven ability to stimulate new process development and process improvement while fostering a culture of learning.
Broad business acumen, ability to plan and manage execution of business plans, solutions.
Proven team leader, able to articulate clear direction that is consistent with Eaton's vision, strategy, and direction.
Ability to effectively negotiate and communicate ideas and thoughts to people at all levels of the organization.
Strong, proactive problem-solving skills and drive for results.
Analytical Skills: Strong analytical skills are required to assess the effectiveness of sales incentive plans and make data-driven decisions.
Must understand relationships to non-HR processes such as accounting, payroll, and time and labor reporting.
Significant influencing skills with the ability to support a position based on facts and data Technical Proficiency: Proficiency in using Anaplan and other incentive compensation management tools.
Must be proficient in Excel, Word, use of created databases and PowerPoint.
Advanced modeling and analytics skills.
At Eaton, we strive to provide compensation and benefits that attract, engage, and retain the best talent. This includes competitive pay and a variety of benefit programs for eligible employees. The expected annual salary range for this role is $136500.03 - $200200.04 a year. This role is also eligible for a variable incentive program.
Please note the salary information shown above is a general guideline only. Salaries are based upon candidate skills, experience, and qualifications, as well as market and business considerations.
We are committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job-related reasons regardless of an applicant's race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, marital status, genetic information, protected veteran status, or any other status protected by law.
Eaton believes in second chance employment. Qualified applicants with arrest or conviction history will be considered regardless of their arrest or conviction history, consistent with the Los Angeles County Fair Chance Ordinance, the California Fair Chance Act and other local laws.
You do not need to disclose your conviction history or participate in a background check until a conditional job offer is made to you. After making a conditional offer and running a background check, if Eaton is concerned about conviction that is directly related to the job, you will be given the chance to explain the circumstances surrounding the conviction, provide mitigating evidence, or challenge the accuracy of the background report.
To request a disability-related reasonable accommodation to assist you in your job search, application, or interview process, please call us at 1-800-836-6345 to discuss your specific need. Only accommodation requests will be accepted by this phone number.
We know that good benefit programs are important to employees and their families. Eaton provides various Health and Welfare benefits as well as Retirement benefits, and several programs that provide for paid and unpaid time away from work. Click here for more detail: Eaton Benefits Overview. Please note that specific programs and options available to an employee may depend on eligibility factors such as geographic location, date of hire, and the applicability of collective bargaining agreements.
#J-18808-Ljbffr