Manager, Compensation & Incentives
You’ll be the single accountable owner of incentive compensation across the go-to-market organisation at Mews, from plan design through to payout governance. How we design, communicate and pay incentives is one of the clearest levers we have for driving the right behaviour, outcomes and performance across the business, and this role turns that into a scalable, trusted system. Mews sells to hotels around the world through sales, account management, customer success and partner teams, so the plans you build shape how every one of those teams goes to market.
This is a senior individual contributor role in Revenue Operations, reporting to the Director of Revenue Operations, based in the UK or US. Sales, account management, customer success and partner leaders will come to you to shape how their teams are paid. Finance and People will come to you to understand what it costs and whether it’s working. You set your own priorities, align them with RevOps and leadership, and bring recommendations to the executive team rather than carrying out someone else’s design.
As Mews grows, the way we pay our GTM teams needs to scale with it. That means plans that reinforce company priorities such as new ARR, retention and Mews OS, crediting rules that reward the behaviour we want, and plan documents a rep can understand reading them cold. You’ll own the strategy, the mechanics and the controls that make that happen.
What you would do
Define the incentive compensation strategy and plan architecture for every GTM role: pay mix, measures and weightings, accelerators, caps, ramp, and crediting and split rules, so each element has a clear purpose and a measurable effect
Own commission calculation and payout on a monthly or quarterly cycle, from data validation to payroll handoff, within an audit-ready control environment
Set and apply policy on exceptions, SPIFs, clawbacks and mid-year changes, and run a regular compensation governance forum with Sales, Finance and People leadership
Give reps and managers clear, timely visibility of attainment and earnings, and own the compensation platform roadmap, including working with our product team on what we build next. Use AI to make plan explanations and forecasts faster and clearer while payout logic stays rule-based
Model plan cost and payout distribution before anything goes live, then measure whether plans drive the behaviour they were built for and bring recommendations to leadership
AI Fluency Level 3: in this role, that means going beyond using AI for your own analysis. You’ll redesign parts of how incentive comp runs at Mews (how plan documents are drafted, how reps get answers about their pay, how earnings forecasts are produced) and decide clearly what AI can handle and what has to stay rule-based. You’ll document that approach so Finance, sales managers and the product team can follow it. And you’ll check every AI-assisted model, forecast or explanation against the plan rules and source deal data before it reaches Finance or a rep, because these numbers are people’s pay.
For more information on AI fluency at Mews, please refer to AI Fluency at Mews: A Comprehensive Guide for Candidates on Confluence.
What you would bring
A track record as the named owner of incentive compensation at a B2B SaaS company, including running commission calculations and payouts hands-on and taking at least one annual plan cycle through executive approval
Excellent modelling skills: advanced Excel, and the ability to scenario-model plan cost and payout distribution before a plan launches
Hands-on experience with a commission management platform such as CaptivateIQ or Xactly, ideally including an implementation or migration
The credibility to push back on sales leadership with data, discretion with individual pay data, and writing a rep can understand reading it cold
AI Fluency Level 3 or equivalent hands-on experience: you’ve used AI to change how a comp or analytics process runs for other people, and you can show how you check its output before it affects anyone’s pay
Nice to have
Experience building a compensation function from scratch rather than inheriting a mature one
Incentive plans for customer success, account management or partner and channel roles, including multi-product, usage-based or payments models
Multi-country plans across the UK, EU and US, and working knowledge of SQL
To be eligible for this position, you must be based in one of the following US states: Connecticut, Florida, Georgia, Illinois, Kansas, Massachusetts, New Jersey, New York, North Carolina, Ohio, South Carolina, Tennessee, Texas, Vermont, Virginia, Wisconsin.
United States
$123,000—$157,000 USD