Title: Director, Sales Compensation

Location:

US Morrisville, NC, US San Jose, CA, US, 95128 US

Requisition ID: 135581

Job Summary

NetApp is seeking a Director of Sales Compensation to lead the strategy, design, governance, and optimization of its global sales compensation programs. This role has primary responsibility for compensation strategy across Channel and Partner Sales, Cloud Sales organizations, and Solution Specialist teams, ensuring incentive plans drive the behaviors, outcomes, and growth objectives critical to NetApp’s evolving go-to-market strategy. The Director serves as a trusted advisor to senior leadership, leveraging compensation expertise, seller performance insights, and advanced analytics to develop competitive, scalable, and compliant incentive programs that accelerate business growth.

Sales Compensation Strategy & Design

Lead the strategy, design, evolution, and governance of competitive, performance-driven incentive compensation plans aligned with NetApp business objectives and growth priorities.
Own compensation strategy and plan design across Channel and Partner Sales, Cloud Sales organizations, and Solution Specialist teams.
Design scalable incentive models that support partner-led growth, cloud and consumption-based business models, strategic solutions selling, and customer lifecycle expansion.
Develop compensation programs that encourage collaboration across account executives, partner managers, cloud sellers, technical specialists, overlays, and cross-functional sales teams.
Ensure compensation plans drive desired sales behaviors, accelerate cloud adoption, expand partner ecosystem engagement, and increase solution penetration.
Continuously assess and optimize plan effectiveness to improve seller productivity, performance, and business outcomes.

Seller Performance & Commission Analytics and Insights

Lead the development and delivery of seller performance analytics and compensation insights to evaluate the effectiveness of incentive programs and drive data-based business decisions.
Establish executive dashboards and reporting frameworks measuring attainment, productivity, pay-for-performance alignment, quota achievement, commission trends, and incentive plan effectiveness.
Analyze seller performance to identify risks, opportunities, and performance drivers.
Deliver actionable recommendations on plan optimization, seller productivity, territory effectiveness, and compensation ROI.
Develop executive-level presentations translating compensation and commission data into strategic business recommendations.

Stakeholder Partnership & Advisory

Build strong partnerships with Sales, Finance, HR, Legal, Revenue Operations, and business leaders.
Serve as a trusted advisor to executive leadership on compensation strategy, seller effectiveness, and sales performance.
Translate complex compensation concepts into clear and actionable communications.

Governance, Compliance & Risk Management

Establish governance frameworks, approval processes, and controls supporting compensation plan development and administration.
Ensure consistency, integrity, and fairness of compensation programs across roles and geographies.
Maintain audit-ready documentation and compliance controls.
Partner with Legal, Finance, HR, and Revenue Operations to identify and mitigate compensation-related risks.

Qualifications

Bachelor’s degree in Business, Finance, Economics, Analytics, or related field; MBA preferred.
10+ years of experience in Sales Compensation, Sales Operations, Revenue Operations, or Finance.
Deep expertise in incentive plan strategy, design, governance, and compliance.
Strong seller performance analytics and executive reporting experience.
Advanced analytical, financial modeling, and communication skills.

Compensation:
The target salary range for this position is 215,900 - 279,400 USD. The salary offered will be determined by the candidate's location, qualifications, experience, and education and may be outside of this range. Final compensation packages are competitive and in line with industry standards, reflecting a variety of factors, and include a comprehensive benefits package. This may cover Health Insurance, Life Insurance, Retirement or Pension Plans, Paid Time Off, various Leave options, Performance-Based Incentives, employee stock purchase plan, and/or restricted stocks (RSU’s), with all offerings subject to regional variations and governed by local laws, regulations, and company policies. Benefits may vary by country and region, and further details will be provided as part of the recruitment process.