Vice President, Sales Compensation

Vice President, Sales Compensation

The Vice President, Sales Compensation is responsible for the strategy, design, governance, and execution of Xerox’s global sales compensation programs across all businesses and geographies. This leader will play a critical role in supporting Xerox’s evolving go-to-market model, the ongoing integration of Lexmark, and the company’s shift toward a services-led, AI-enabled business. This position requires a hands-on, player-coach leader who can operate strategically while also rolling up their sleeves to dive into details, analytics, and problem-solving. The ideal candidate thrives in environments of continuous change, can navigate limited resources, and is energized by building structure, process, and clarity where they don’t yet exist. The Vice President, Sales Compensation will partner closely with Sales, Service, Finance, IT, HR, Data & Analytics, and regional business leaders to ensure plans are aligned to strategy, operationally executable, financially sound, and globally consistent.

What you’ll do:

• Lead the design and governance of global sales compensation programs that align with Xerox’s GTM strategy, financial goals, and operational priorities.
• Develop modeling, scenario analyses, and recommendations to senior leadership, providing clear trade-offs and implications.
• Serve as the primary advisor on sales compensation strategy for executive leadership.
• Provide enterprise-wide leadership on the design, governance, and ongoing refinement of incentive programs across all geographies and business units.
• Conduct analyses to evaluate incentive plan effectiveness, including cost, productivity, attainment, ROI, variance to plan, and behavioral outcomes.
• Ensure business plans and goals are being followed and achieved, providing ongoing insights and recommendations to Sales, Finance, and Total Rewards leadership.
• Maintain awareness of legislative, regulatory, and compliance requirements impacting sales compensation.
• Partner closely with Sales, Finance, HR, IT, and regional leadership to ensure consistent understanding, adoption, and execution of compensation programs.
• Navigate complex stakeholder needs and drive alignment across diverse perspectives.
• Act as a connector and facilitator, ensuring transparency and governance across all program decisions.
• Work closely with IT to design, optimize, and modernize technology, data, and tooling that support the full sales compensation cycle.
• Assess and recommend improvements to current systems (SAP, analytics platforms, reporting tools).
• Strengthen processes for quota-setting, crediting, reporting, stack ranking, performance insights, and payout calculations.
• Manage vendor and partner relationships, including outsourced teams (e.g., TCS), ensuring quality and performance against SLAs.
• Leverage data to evaluate program effectiveness, sales behavior, attainment, sales cost, ROI, and financial impact.
• Partner with Finance and Data Analytics to develop dashboards, KPIs, and reports for Sales and executive leadership.
• Provide insights that support quota methodology, performance management, and GTM decisions.
• Provide leadership and direction to the global sales compensation team, setting clear objectives, expectations, timelines, and performance standards.
• Serve as a player-coach, directly engaging in complex analyses and design work while developing and elevating the capabilities of the team.
• Determine staffing needs, oversee recruiting and hiring, and ensure effective onboarding, training, and professional development.
• Build a high-performing function that can support complex plan design, modeling, quota processes, analytics, and day-to-day administration.
• Foster a culture of accountability, partnership, continuous learning, and resilience.

What you need to succeed:

• 10–12+ years in Sales Compensation, Total Rewards, or related fields, with deep expertise in incentive plan design and modeling.
• Demonstrated experience designing and managing sales compensation programs in complex, transforming organizations.
• Strong track record of partnering with IT to build or modernize compensation technology, tools, and data processes.
• Experience influencing, aligning, and engaging diverse stakeholders at senior levels.
• Background working with global teams, external vendors, and managed service providers.
• Hands-on experience with SAP, Varicent, or similar incentive compensation systems strongly preferred.

Competencies & attributes:

• Strategic thinker with the ability to translate business strategy into actionable incentive design.
• Strong analytical capability; able to build and interpret models that inform decision-making.
• Exceptional communication skills; able to simplify complexity and tell a clear story.
• High learning agility; thrives in environments of continuous change and ambiguity.
• Demonstrated ability to lead through influence, build alignment, and navigate competing priorities.
• “Player-coach” mindset: willing to dive into details while leading a global team.
• Comfortable operating with limited resources while building scalable, sustainable solutions.

Education:

• Bachelor’s degree required; MBA or related advanced degree preferred.

Xerox is an Equal Opportunity Employer and considers applicants for all positions without regard to race, color, creed, religion, ancestry, national origin, age, gender identity, sex, marital status, sexual orientation, physical or mental disability, use of a guide dog or service animal, military/veteran status, citizenship status, basis of genetic information, or any other group protected by law. Learn more at www.xerox.com and explore our commitment to diversity and inclusion: https://www.xerox.com/en-us/jobs/diversity. People with disabilities who need a reasonable accommodation to apply or compete for employment with Xerox may request such accommodation(s) by sending an e-mail to XeroxStaffingAdminCenter@xerox.com. Be sure to include your name, the job you are interested in, and the accommodation you are seeking.