Revenue Operations Specialist IV, Sales Compensation

Graitec is a global leader in Building Information Modeling (BIM) solutions, designing and developing software
that helps architects, engineers, and manufacturers design smarter and better. With over 30 years of innovation
and an entrepreneurial spirit, we’ve tripled our revenue in just five years.

Our North Star is clear — accelerate the digital transformation of the AECO industry and model the future. We
achieve this by growing our recurring revenue through innovative software and services that drive adoption,
integration, and lasting value for our customers.

Our 800 experts across 30+ offices in 12 countries support more than 270,000 users worldwide. As a global
Autodesk Platinum Partner, we combine world-class partnerships with our own cutting-edge software and
services to drive performance and sustainability across the industry.

At Graitec, we move fast and think big. We collaborate across teams and borders, embrace diversity, and
challenge ourselves to innovate every day. We believe in doing the right thing, breaking down silos, and making
an impact together.

How we work: Growth, Agility, Innovation, Responsibility
How we behave: Ambition, Engagement, One Graitec, Positive Energy

Learn more about the Graitec Group: graitec-group.com/graitec-a-global-player

Key Responsibilities

1. Sales Compensation Plan Design & Implementation

• Design, model, and implement sales compensation plans aligned with business strategy, revenue priorities, and the seller behaviours the organisation wants to reinforce
• Translate commercial objectives into clear plan mechanics, including measures, weightings, thresholds, accelerators, caps, and eligibility rules
• Partner with Sales Leadership and Revenue Operations to assess plan scenarios, cost implications, and potential behavioural outcomes before launch
• Develop plan documentation, calculation rules, and approval materials to ensure plans are clearly understood and consistently administered
• Coordinate annual and in-year plan changes, ensuring updates are implemented accurately and communicated on time

2. Seller Setup, Quota Administration & Enablement

• Manage seller eligibility, plan enrolment, role changes, territories, effective dates, and other compensation-related master data
• Coordinate quota-setting and assignment processes, validate inputs, and maintain accurate records of approved quotas and amendments
• Prepare and deliver seller and manager training on plan objectives, mechanics, performance measures, and payout timelines
• Issue plan documents and quota notifications, track acknowledgement, and respond to seller questions with clear and consistent guidance
• Maintain process checklists, calendars, and controls to ensure compensation activities are completed accurately and on schedule

3. Commission Calculation & Payout Management

• Own or coordinate the end-to-end commission cycle, including data collection, calculation validation, approvals, payroll handoff, and payment reconciliation
• Validate performance data and payout calculations, investigate exceptions, and resolve discrepancies with Sales, Finance, HR, and Payroll
• Administer adjustments, guarantees, draws, new-hire treatments, leaves of absence, and other approved exceptions in line with plan rules
• Maintain auditable records of calculations, approvals, disputes, and corrections
• Monitor payout accuracy and timeliness, identify recurring issues, and improve controls to reduce errors and manual effort

4. Plan Effectiveness, Analytics & ROI

• Conduct quarterly analyses of plan effectiveness, payout distribution, attainment, cost of sales, and return on compensation investment
• Assess whether plans are driving the intended seller behaviours and business outcomes, and identify unintended consequences or performance gaps
• Produce dashboards and leadership insights on quota attainment, participation, payout trends, exceptions, and forecasted compensation expense
• Develop recommendations for plan refinements based on performance data, seller feedback, market practice, and business priorities
• Support annual planning with scenario modelling, benchmarking, and cost projections

5. Governance, Compliance & Cross-Functional Partnership

• Partner with HR and Finance to maintain sales compensation governance, approval standards, and compliance with company policies and applicable regulations
• Support plan review and approval forums by preparing documentation, analysis, decision logs, and implementation requirements
• Ensure plan terms, quota decisions, payouts, and exceptions follow defined authority levels and are applied consistently
• Coordinate with Legal, Payroll, Tax, and regional stakeholders where local requirements affect plan design or administration
• Maintain controls and documentation that support internal reviews, audits, and continuous process improvement

Essential

• 3–5 years of experience in sales compensation, Sales Operations, Revenue Operations, Finance, or a closely related role
• Hands-on experience designing or administering variable compensation plans, quotas, commission calculations, and payout processes
• Strong analytical capability, including experience modelling plan outcomes, analysing attainment and payout data, and translating findings into recommendations
• Advanced proficiency in Excel or equivalent analytical tools; able to work accurately with large, detailed datasets
• Strong understanding of sales performance measures, quota mechanics, incentive design principles, and compensation cost drivers
• Demonstrated ability to manage sensitive compensation information with discretion, accuracy, and sound judgement
• Clear communicator who can explain complex plan rules to sellers, managers, and senior stakeholders
• Strong cross-functional collaboration skills, particularly with Sales, HR, Finance, Payroll, and Revenue Operations

Preferred

• Experience supporting sales compensation across multiple countries, business units, or sales roles
• Familiarity with incentive compensation management platforms and CRM, HRIS, ERP, or payroll systems
• Experience with compensation governance, audit controls, and regulatory or policy compliance
• Knowledge of market benchmarking and sales compensation best practices in a B2B technology or services environment
• Experience creating seller communications, plan documents, training materials, and management dashboards

Attributes

• Highly accurate and detail-oriented — compensation decisions and payouts demand precision
• Commercially minded — understands how incentive design influences seller behaviour and business performance
• Analytical and curious — looks beyond the numbers to identify causes, risks, and opportunities
• Process-driven — builds repeatable controls, documentation, and timelines that scale
• Confident and diplomatic — able to challenge assumptions, resolve disputes, and maintain trusted stakeholder relationships
• Comfortable operating in a fast-changing environment with competing deadlines and evolving business priorities