GTM Compensation Business Partner - MXRM (Mendix/RapidMiner)

Role Overview The Sales Compensation Business Partner, MXRM is the dedicated compensation partner for approximately 500 MXRM GTM professionals globally, spanning Specialized Sales, Pre-Sales / PDEs, Services sellers, sales management, and partner/channel roles. The role brings focused ownership to work currently split between the Head of MXRM GRO and in-zone GTM Operations teams without dedicated compensation expertise. The role is the single point of accountability inside MXRM across the compensation year—from quota setting through plan rollout, seller questions, mid-year changes, reporting and year-end payout queries. It connects field needs with the central DISW compensation function, resolving what can be handled locally and escalating clear, well-framed cases when needed. This is a senior individual-contributor role with no direct reports. Influence comes from compensation expertise, sound judgment and credibility with sellers, country managers and the central compensation team. The position is designed as a full-year role: October–January quota setting is the peak cycle, supported by year-round governance, analytics, enablement and plan-effectiveness work. Key Responsibilities 1. Quota Setting Process (October–January) Own the end-to-end MXRM quota-setting process for Pre-Sales / PDEs, Services sellers, Specialized Sales and sales management. Partner with Country Managers, who set individual seller quotas, to validate country-level coverage against targets, reconcile aggregates, issue PCTs on time and ensure sellers have signed plans before the fiscal year opens. This is the role’s highest-value and highest-visibility annual deliverable. 2. Compensation Plan Rollout & Enablement Lead the field-facing annual plan rollout: translate approved designs into clear communications, deliver enablement by role and zone, publish supporting materials and help the organization understand plan mechanics before payouts begin. When plans change, explain both what is changing and why. 3. Voice of MXRM in Compensation Strategy Represent MXRM in compensation-design discussions with the central DISW Compensation team, bringing the Specialized Sales perspective upstream rather than after plans are finalized. Make evidence-based cases where corporate defaults do not fit MXRM’s GTM motions, including ARR / NRR priorities, Land-to-Expand and a high-velocity funnel; document MXRM requests and track outcomes. 4. First Line of Defence — Seller Compensation Queries Serve as the single MXRM point of contact for questions about payouts, deal credit and plan-rule application. Resolve issues locally where possible; escalate structured, well-framed cases to the central team when necessary. Provide a dependable support path for sellers while reducing avoidable load on the Head of MXRM GRO, in-zone Operations and central Compensation. 5. Governance of Mid-Year Seller Changes Govern compensation-related handling of role moves, territory splits, transfers, hires and leavers. Ensure account-team membership, LAER crediting setup and SAP Commissions configuration are updated so transactions can be credited correctly. Establish systemic data-hygiene controls and return actionable fixes to field owners; this is not transaction-by-transaction policing. 6. Compensation Performance Reporting Deliver a standing monthly / quarterly compensation view for MXRM leadership, covering payout analytics, attainment distribution, outliers, potential under- or overpayment flags, and FSO consolidation and submission to central compensation administrators. Build a concise management view and respond to material Country Manager requests. 7. Compensation Plan Effectiveness Analysis Evaluate whether plan mechanics and incentives drove intended behavior. Identify gaming patterns and areas where rewards may not align with desired outcomes; provide a credible evidence base for the next fiscal-year plan-design cycle and the role’s MXRM advocacy. 8. SPIF / Incentive Program Design & Tracking Design, track and close out MXRM-focused SPIFs, accelerators and contests tied to specific commercial objectives. Partner with central Compensation on structure and compliance; own MXRM execution, communications, tracking, payout files and retrospective analysis. 9. MXRM Compensation Playbook & FAQ Own and maintain the MXRM compensation knowledge base: plan mechanics, common edge cases, decision precedents, escalation paths and the quota-setting playbook. Make the material discoverable and current so sellers, managers and in-zone Operations can find consistent answers. 10. Year-Round Training & Enablement Provide ongoing compensation education beyond the annual rollout, including new-hire onboarding, mid-year refreshers and focused sessions for managers. Help prevent compensation questions from surfacing only after a payout or crediting issue has occurred. Qualifications: Required At least 5 years of sales-compensation experience, preferably in software or SaaS. Demonstrated ownership of an end-to-end quota-setting cycle for a substantial sales population, ideally several hundred people. Hands-on Salesforce reporting proficiency, including attainment, coverage, pipeline-versus-quota and account-team / LAER data-hygiene checks. Working fluency in sales-plan mechanics, including quota crediting, splits, accelerators, draws, clawbacks, SPIFs and FSO handling. Sound judgment and the ability to say “no” with empathy: listen to seller concerns, explain decisions clearly and remain firm without becoming confrontational. Strong written communication, including the ability to explain a complex plan rule in clear, practical language. Comfort working across a matrix of field leadership, Country Managers, central Compensation and Finance. Fluent English. Nice to Have Finance background, including the ability to read a budget, reconcile coverage math and understand the P&L implications of compensation decisions. Exposure to SAP Commissions or an equivalent sales performance management platform such as Varicent, Xactly or CaptivateIQ. Experience in a large, matrixed corporate organization and familiarity with central-team operating models. Prior involvement in compensation-plan design, not only administration or execution.