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The Company
Serving the People Who Serve the People
Granicus is driven by the excitement of building, implementing, and maintaining technology that is transforming the Govtech industry by bringing governments and its constituents together. We are on a mission to support our customers with meeting the needs of their communities and implementing our technology in ways that are equitable and inclusive. Granicus has consistently appeared on the GovTech 100 list over the past 5 years and has been recognized as the best companies to work on BuiltIn.
Over the last 25 years, we have served 5,500 federal, state, and local government agencies and more than 300 million citizen subscribers power an unmatched Subscriber Network that use our digital solutions to make the world a better place. With comprehensive cloud-based solutions for communications, government website design, meeting and agenda management software, records management, and digital services, Granicus empowers stronger relationships between government and residents across the U.S., U.K., Australia, New Zealand, and Canada. By simplifying interactions with residents, while disseminating critical information, Granicus brings governments closer to the people they serve—driving meaningful change for communities around the globe.
Want to know more? See more of what we do here.
Job Summary
About Granicus
Granicus is driven by the excitement of building technology that strengthens the connection between governments and the communities they serve. Our solutions help organizations improve constituent engagement, streamline service delivery, and create better experiences for citizens.
We are seeking a highly autonomous, analytical, and relationship-oriented Incentive Compensation Program Manager to drive the Revenue Organization’s incentive compensation strategy, annual plan management, and communication. This is a singular role within the company, with no direct peer counterpart, requiring independent ownership, sound judgment, and the ability to operate confidently across Revenue Operations, Sales Leadership, Finance, and Human Resources.
The Opportunity
Reporting to the VP of Revenue Operations, the Incentive Compensation Program Manager independently owns the operational management, governance, and communication of annual incentive compensation plans, ensuring plans are clearly defined, effectively communicated, operationally executable, and consistently administered across the revenue organization.
This role is not the administrator of the company's compensation management platform and does not own commission calculations or payout processing. Instead, this individual serves as the business owner for plan interpretation, participant experience, annual plan readiness, and compensation communications, partnering closely with the FP&A Sales Compensation team, which maintains system administration, commission processing, and validation activities. The ideal candidate brings deep experience with Xactly and sales compensation programs and systems, enabling them to drive plan implementation, produce clear participant-facing materials, manage minor participant updates, troubleshoot participant issues, and collaborate effectively with compensation administrators.
Success in this role requires a unique blend of analytical rigor, operational discipline, executive presence, strong communication skills, and the ability to cultivate credibility and trust with sellers and leaders. Because compensation is one of the most important and sensitive aspects of the employee experience within a revenue organization, this individual must be comfortable handling highly sensitive conversations with senior leadership, frontline managers, and individual contributors regarding pay, performance, plan design, crediting, MBO achievement, and compensation outcomes. The role requires professionalism, discretion, empathy, firmness, and confidence throughout the plan year.
Drive the annual compensation planning process for the revenue organization in partnership with Revenue Operations leadership.
Produce and refine compensation plan structures, crediting methodologies, measures, quotas, MBO frameworks, and performance mechanics that reinforce excellent performance against both quantitative targets and strategic objectives.
Apply a deep understanding of complex incentive compensation fundamentals, including plan mechanics, accelerators, thresholds, caps, quotas, crediting rules, MBOs, governance controls, and seller behavioral incentives.
Drive cross-functional alignment with Finance, Human Resources, and Sales Leadership to ensure plan design reflects business objectives, organizational structure, and go-to-market priorities.
Independently identify plan risks, points of ambiguity, and areas of friction, then produce recommendations that improve plan clarity, scalability, and seller experience.
Compensation Rollout & Change Management
Own and lead annual compensation plan rollout activities across the revenue organization.
Produce compensation communications, participant guides, FAQs, leadership talking points, and training materials that translate complex plan mechanics into clear, actionable guidance.
Drive alignment with Enablement and Sales Leadership so participants understand plan mechanics, MBO expectations, performance thresholds, and how excellent performance is rewarded.
Develop communication strategies that improve transparency, reduce compensation-related confusion, and equip leaders to manage difficult compensation questions consistently.
Seller Support & Plan Advocacy
Own professional, timely, and discrete responses to seller and manager inquiries regarding incentive compensation plans.
Explain plan mechanics, crediting policies, performance measures, MBO achievement, and compensation outcomes in a clear, credible, and understandable manner.
Handle sensitive and occasionally difficult compensation conversations with leadership, managers, and individual contributors using discretion, judgment, factual precision, and appropriate firmness.
Drive timely resolution of compensation-related inquiries by partnering with the FP&A Sales Compensation team when system, calculation, or payment questions arise.
Cross-Functional Program Management
Drive implementation of compensation plan changes, program governance, and process updates across stakeholders.
Own compensation governance processes and documentation standards, ensuring decisions, exceptions, policies, and plan interpretations are clearly captured and consistently applied.
Identify recurring issues and produce improvements to policies, communications, processes, and tools.
Ensure compensation programs remain aligned with organizational priorities, go-to-market strategy, seller productivity, and client success objectives.
Systems & Process Support
Use prior Xactly experience to drive plan implementation activities, minor participant updates, and compensation program troubleshooting as needed.
Independently identify, diagnose, and escalate compensation-related system or process issues with appropriate business context and urgency.
Produce reporting and analysis tied to compensation program effectiveness, seller performance, target attainment, MBO achievement, and plan clarity.
You Will Love This Job If You Have
Required Qualifications
Bachelor's degree in Business, Finance, Economics, Human Resources, Operations, or a related discipline.
5+ years of experience in Revenue Operations, Sales Operations, Sales Compensation or a related business function.
Experience with complex sales incentive compensation plans, including plan structure and rollout, performance measures, quotas, commission concepts, crediting methodology, accelerators, thresholds, governance, and MBO-based performance mechanics.
Prior experience using Xactly Incent.
Strong analytical and problem-solving abilities.
Exceptional verbal and written communication skills in English.
Demonstrated ability to communicate complex and sensitive compensation topics to diverse audiences, including senior leaders, frontline managers, and individual contributors.
Proficiency with Salesforce, Excel, and business reporting tools.
About Us
Don’t have all the skills/experience mentioned above? At Granicus , we are trying to build diverse, inclusive teams. We do not have degree requirements for most of our roles. If you don’t meet every requirement above but are excited to learn more, we encourage you to apply. We might just be able to find another role that could be a perfect fit!
Security and Privacy Requirements
Responsible for Granicus information security by appropriately preserving the Confidentiality, Integrity, and Availability (CIA) of Granicus information assets in accordance with the company's information security program.
Responsible for ensuring the data privacy of our employees and customers, their data, as well as taking all required privacy training in a timely manner, in accordance with company policies.
The Team
We are a remote-first company with a globally distributed workforce across the United States, Canada, United Kingdom, India, Armenia, Australia, and New Zealand.
The Culture
At Granicus , we are building a transparent, inclusive, and safe space for everyone who wants to bea part of our journey.
A few culture highlights include – Employee Resource Groups to encourage diverse voices
Coffee with Mark sessions – Our employees get to interact with our CEO on very important andsometimes difficult issues ranging from mental health to work-life balance and current affairs.
Microsoft Teams communities focused on wellness, art, furbabies, family, parenting, and more.
We bring in special guests from time to time to discuss issues that impact our employeepopulation
The Impact
We are proud to serve dynamic organizations around the globe that use our digital solutions to make the world a better place — quite literally. We have so many powerful success stories that illustrate how our solutions are impacting the world. See more of our impact here.
