Flex group
Director, Sales Planning & Incentive Compensation New Revenue Operations New Yor
Flex group, New York, New York, us, 10261
New York, New York, United States
Flex is a growth-stage, NYC headquartered FinTech company that is creating the best rent payment experience. It’s hard to believe that it’s 2025 and paying rent on time is expensive, inflexible, and difficult. We’re here to change that! Flex enables our users to pay rent throughout the month on a schedule that better fits their finances and budget. Our mission is to empower as many renters as possible with flexibility over their most significant recurring expense. After deliberately keeping a stealth profile as we built up unprecedented investor support and an enthusiastic user base, we are looking for motivated individuals to help us keep our mission growing. Will you be a part of the team?
About the role Reporting to the VP of GTM Strategy & Operations, this role will own sales planning and incentive compensation across all of our revenue teams. In this role, you will partner closely with HR Compensation, Finance, Sales Leadership, RevOps, and cross‑functional stakeholders to design, implement, and manage compensation plans that drive growth, align seller behavior with business objectives, and scale with our rapidly growing organization.
This is a high‑impact, cross‑functional role — you will help create the compensation architecture and execution cadence that ensures our sales teams are motivated, rewarded fairly, and incentivized for the right behaviors. Your work will be critical to aligning GTM execution with company goals, optimizing payout structures, and ensuring transparency, fairness, and compliance.
This is a hybrid position with on‑site expectations of 3 days per week in our New York Headquarters (a few blocks from Union Square) or 2 days per week in our SF Hub. For candidates outside of the NY/NJ or SF area, you may be eligible for our relocation assistance program.
What you’ll do
Compensation Plan Design & Strategy:
Structure incentive compensation plans across multiple revenue organizations: determine appropriate base vs. variable pay mix, commission/bonus structures, accelerators, quota frameworks, regional/territory and role variation; collaborate with HR Compensation, Finance, and Sales Leadership to ensure plans are competitive, financially sustainable, and aligned with business strategy and go‑to‑market motions
Quota Setting, Planning & Forecasting:
Lead quota‑setting and sales planning processes; model variable compensation costs under various scenarios to forecast payout liability and budget impact
Compensation Administration & Execution:
Own the end‑to‑end execution of compensation plans: administration, calculations, validation, payout, reconciliation, and audits each cycle — ensuring accuracy, transparency, fairness; manage documentation, change control, versioning, communication, and stakeholder support — ensuring compensation plans are clearly communicated to sales leadership and reps; act as primary point of contact for comp‑related questions, disputes, or clarifications.
Analytics, Reporting & Optimization:
Build, maintain, and analyze dashboards and reports tracking quota attainment, payout distribution, reps’ performance, comp spend, and other compensation‑related metrics. Use insights to recommend plan adjustments; conduct periodic reviews (quarterly / annually) of compensation plan effectiveness
Cross‑Functional Leadership & Stakeholder Management:
Serve as the bridge between Sales, HR, Finance, RevOps, and senior leadership for all matters related to compensation plan design, execution, and governance; manage the compensation planning calendar: plan design cycles, quota‑setting cadence, approvals, communication, implementation, and payouts across all four revenue organizations
Build and Lead the team:
Build a team of analysts to support the Sales compensation function as the organization grows
7–12+ years of relevant experience in sales compensation, sales planning, sales finance, or related functions — with a demonstrated track record of designing and managing incentive compensation plans across multiple seller teams Deep analytical skills: financial modeling, forecasting, quota‑setting, payout modeling, data analysis, and reporting. Comfortable working with large data sets, complex compensation scenarios, and translating results into actionable recommendations.
Strong business acumen and strategic thinking: ability to tie compensation structure to sales behavior, business goals, and GTM strategy.
Excellent cross‑functional collaboration, working with HR, Finance, Sales Leadership, RevOps, and senior stakeholders
Comfortable working in a fast‑paced, high‑growth, high‑change environment; ability to adapt plans and processes as GTM strategy evolve
Bachelor’s in Business, Finance, Economics, HR, or related field
Salary:
The compensation range for this role will be commensurate with the candidate's experience and Flex's internal leveling guidelines and benchmarks. For working locations in NY/NJ/CA, the base salary pay range will be $217,000-$235,000.
Life at Flex We understand that it takes a diverse team of highly intelligent, curious, determined, empathetic, and self‑aware people to grow a successful company. Our HQ is located in New York City, but we have employees located throughout the US, Australia, Canada and South America. We are growing quickly, but deliberately, with a focus on building an inclusive culture. Our dynamic team has incredible perspectives to share, just as we know you do, and we take great pride in being an equal‑opportunity workplace.
Benefits
Competitive medical, dental, and vision available from Day 1
Company equity
401(k) plan with company match (our company match kicks off at the beginning of 2026)
Unlimited paid time off + 13 company paid holidays
Parental leave
Flex Cares Program
Free Flex subscription
For full‑time non‑US employees, we offer
Competitive compensation + company equity
and
Unlimited PTO .
Equal Employment Opportunity Statement As set forth in Flex’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law. We are a federal contractor or subcontractor and are required to provide equal employment opportunity to qualified people with disabilities. Participation is voluntary and confidential.
We also collect voluntary self‑identification of veterans as required by the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA). The categories of protected veterans are listed below for reference.
Disabled veteran: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service‑connected disability.
Recently separated veteran: any veteran during the three‑year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.
Active duty wartime or campaign badge veteran: a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
Armed forces service medal veteran: a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.
Volunteer Self‑Identification of Disability We are required to provide equal employment opportunity to qualified people with disabilities. Participation is voluntary and confidential. No one who makes hiring decisions will see your answer. Your decision to complete the form and your answer will not harm you in any way.
Disability status includes, but is not limited to: Alcohol or other substance use disorder, autoimmune disorder, blindness or low vision, cancer, cardiovascular or heart disease, celiac disease, cerebral palsy, deaf or serious difficulty hearing, diabetes, disfigurement, epilepsy, gastrointestinal disorders, intellectual or developmental disability, mental health conditions, missing limbs, mobility impairment, nervous system condition, neurodivergence, partial or complete paralysis, pulmonary or respiratory conditions, short stature, traumatic brain injury.
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Flex is a growth-stage, NYC headquartered FinTech company that is creating the best rent payment experience. It’s hard to believe that it’s 2025 and paying rent on time is expensive, inflexible, and difficult. We’re here to change that! Flex enables our users to pay rent throughout the month on a schedule that better fits their finances and budget. Our mission is to empower as many renters as possible with flexibility over their most significant recurring expense. After deliberately keeping a stealth profile as we built up unprecedented investor support and an enthusiastic user base, we are looking for motivated individuals to help us keep our mission growing. Will you be a part of the team?
About the role Reporting to the VP of GTM Strategy & Operations, this role will own sales planning and incentive compensation across all of our revenue teams. In this role, you will partner closely with HR Compensation, Finance, Sales Leadership, RevOps, and cross‑functional stakeholders to design, implement, and manage compensation plans that drive growth, align seller behavior with business objectives, and scale with our rapidly growing organization.
This is a high‑impact, cross‑functional role — you will help create the compensation architecture and execution cadence that ensures our sales teams are motivated, rewarded fairly, and incentivized for the right behaviors. Your work will be critical to aligning GTM execution with company goals, optimizing payout structures, and ensuring transparency, fairness, and compliance.
This is a hybrid position with on‑site expectations of 3 days per week in our New York Headquarters (a few blocks from Union Square) or 2 days per week in our SF Hub. For candidates outside of the NY/NJ or SF area, you may be eligible for our relocation assistance program.
What you’ll do
Compensation Plan Design & Strategy:
Structure incentive compensation plans across multiple revenue organizations: determine appropriate base vs. variable pay mix, commission/bonus structures, accelerators, quota frameworks, regional/territory and role variation; collaborate with HR Compensation, Finance, and Sales Leadership to ensure plans are competitive, financially sustainable, and aligned with business strategy and go‑to‑market motions
Quota Setting, Planning & Forecasting:
Lead quota‑setting and sales planning processes; model variable compensation costs under various scenarios to forecast payout liability and budget impact
Compensation Administration & Execution:
Own the end‑to‑end execution of compensation plans: administration, calculations, validation, payout, reconciliation, and audits each cycle — ensuring accuracy, transparency, fairness; manage documentation, change control, versioning, communication, and stakeholder support — ensuring compensation plans are clearly communicated to sales leadership and reps; act as primary point of contact for comp‑related questions, disputes, or clarifications.
Analytics, Reporting & Optimization:
Build, maintain, and analyze dashboards and reports tracking quota attainment, payout distribution, reps’ performance, comp spend, and other compensation‑related metrics. Use insights to recommend plan adjustments; conduct periodic reviews (quarterly / annually) of compensation plan effectiveness
Cross‑Functional Leadership & Stakeholder Management:
Serve as the bridge between Sales, HR, Finance, RevOps, and senior leadership for all matters related to compensation plan design, execution, and governance; manage the compensation planning calendar: plan design cycles, quota‑setting cadence, approvals, communication, implementation, and payouts across all four revenue organizations
Build and Lead the team:
Build a team of analysts to support the Sales compensation function as the organization grows
7–12+ years of relevant experience in sales compensation, sales planning, sales finance, or related functions — with a demonstrated track record of designing and managing incentive compensation plans across multiple seller teams Deep analytical skills: financial modeling, forecasting, quota‑setting, payout modeling, data analysis, and reporting. Comfortable working with large data sets, complex compensation scenarios, and translating results into actionable recommendations.
Strong business acumen and strategic thinking: ability to tie compensation structure to sales behavior, business goals, and GTM strategy.
Excellent cross‑functional collaboration, working with HR, Finance, Sales Leadership, RevOps, and senior stakeholders
Comfortable working in a fast‑paced, high‑growth, high‑change environment; ability to adapt plans and processes as GTM strategy evolve
Bachelor’s in Business, Finance, Economics, HR, or related field
Salary:
The compensation range for this role will be commensurate with the candidate's experience and Flex's internal leveling guidelines and benchmarks. For working locations in NY/NJ/CA, the base salary pay range will be $217,000-$235,000.
Life at Flex We understand that it takes a diverse team of highly intelligent, curious, determined, empathetic, and self‑aware people to grow a successful company. Our HQ is located in New York City, but we have employees located throughout the US, Australia, Canada and South America. We are growing quickly, but deliberately, with a focus on building an inclusive culture. Our dynamic team has incredible perspectives to share, just as we know you do, and we take great pride in being an equal‑opportunity workplace.
Benefits
Competitive medical, dental, and vision available from Day 1
Company equity
401(k) plan with company match (our company match kicks off at the beginning of 2026)
Unlimited paid time off + 13 company paid holidays
Parental leave
Flex Cares Program
Free Flex subscription
For full‑time non‑US employees, we offer
Competitive compensation + company equity
and
Unlimited PTO .
Equal Employment Opportunity Statement As set forth in Flex’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law. We are a federal contractor or subcontractor and are required to provide equal employment opportunity to qualified people with disabilities. Participation is voluntary and confidential.
We also collect voluntary self‑identification of veterans as required by the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA). The categories of protected veterans are listed below for reference.
Disabled veteran: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service‑connected disability.
Recently separated veteran: any veteran during the three‑year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.
Active duty wartime or campaign badge veteran: a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
Armed forces service medal veteran: a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.
Volunteer Self‑Identification of Disability We are required to provide equal employment opportunity to qualified people with disabilities. Participation is voluntary and confidential. No one who makes hiring decisions will see your answer. Your decision to complete the form and your answer will not harm you in any way.
Disability status includes, but is not limited to: Alcohol or other substance use disorder, autoimmune disorder, blindness or low vision, cancer, cardiovascular or heart disease, celiac disease, cerebral palsy, deaf or serious difficulty hearing, diabetes, disfigurement, epilepsy, gastrointestinal disorders, intellectual or developmental disability, mental health conditions, missing limbs, mobility impairment, nervous system condition, neurodivergence, partial or complete paralysis, pulmonary or respiratory conditions, short stature, traumatic brain injury.
#J-18808-Ljbffr