Manager, Sales Compensation (Remote)

Availity delivers revenue cycle and related business solutions for health care professionals who want to build healthy, thriving organizations. Availity has the powerful tools, actionable insights and expansive network reach that medical businesses need to get an edge in an industry constantly redefined by change.

At Availity, we're not just another Healthcare Technology company; we're pioneers reshaping the future of healthcare! With our headquarters in vibrant Jacksonville, FL, and an exciting office in Bangalore, India, along with an exceptional remote workforce across the United States, we're a global team united by a powerful mission.

We're on a mission to bring the focus back to what truly matters - patient care. As the leading healthcare engagement platform, we're the heartbeat of an industry that impacts millions. With over 2 million providers connected to health plans, and processing over 12 billion transactions annually, our influence is continually expanding.

Join our energetic, dynamic, and forward-thinking team where your ideas are celebrated, innovation is encouraged, and every contribution counts. We're transforming the healthcare landscape, solving communication challenges, and creating connections that empower the nation's premier healthcare ecosystem.

Reporting to the Director, Global Compensation, the Sales Compensation Manager is a strategic partner and key driver of our revenue generating engine. In this role, you will design, implement, and continually optimize innovative sales incentive programs that motivate performance, align with company strategy, and uphold fairness, financial discipline, and compliance. You'll collaborate closely with Sales, Finance, Operations, HR, and Executive Leadership to build scalable compensation structures, support planning cycles, analyze performance trends, and ensure accurate, timely payout generating engine. In this role, you will design, implement, and continually optimize innovative sales incentive programs that motivate performance, align with company strategy, and uphold fairness, financial discipline, and compliance. You'll collaborate closely with Sales, Finance, Operations, HR, and Executive Leadership to build scalable compensation structures, support planning cycles, analyze performance trends, and ensure accurate, timely payouts.

As a trusted advisor to the business, you'll play a vital role in shaping compensation programs that inspire the right behaviors, are clearly communicated, and directly support our growth objectives.

Sponsorship, in any form, is not available for this position.

Location: Remote, US

Why you want to work on this team:

• Passionate about shaping compensation programs that directly drive revenue performance and influence company strategy.
• Empowered to challenge assumptions, improve systems, and help shape the future of how we incentivize performance.

To be qualified for this position you:

• Bachelor's degree in Business, Finance, Economics, HR, or a related field.
• 5-8+ years owning end-to-end design, rollout, and administration of quota based sales incentive plans for tech/SaaS organizations (AE/AM, SDR/BDR, Customer Success, Channel). toend design, rollout, and administration of quotabased sales incentive plans for tech/SaaS organizations (AE/AM, SDR/BDR, Customer Success, Channel).
• Experience navigating hypergrowth (e.g., rapid headcount/revenue scaling, evolving routestomarket).
• Plan design depth across OTE mix, measures, accelerators/decelerators, thresholds, caps, draws, SPIFFs, and crediting rules; fluency with SaaS revenue constructs (e.g., ARR/ACV, renewals, expansions, churn/NRR) and how they flow into plan mechanics and payout logic.
• Proven track record delivering accurate, on time payouts, resolving disputes, and maintaining auditable plan rules, T&Cs, and approvals under strong governance.
• Crossfunctional leadership with Sales, Finance, RevOps/Sales Ops, HR, and Legal to align plans to strategy, budgeting/forecasting, accruals, and compliance requirements.
• Advanced Excel (modeling scenarios, cohort/attainment analysis), comfort with large data sets; ability to translate insights into recommendations and executiveready narratives.
• Ability to build clear plan documents/FAQs, conduct enablement, and drive adoption across field and leadership.
• Expertise in Salesforce or other related CRM platforms

You will set yourself apart with:

• Workday experience
• Experience with sales compensation systems such as Xactly, Varicent, CaptivateIQ

You will be:

• Designing and updating incentive plans that drive performance and align to business priorities.
• Modeling scenarios, costs, and risks to guide smart decisions.
• Assessing plan effectiveness and recommend improvements.
• Maintaining clear, scalable compensation frameworks.
• Overseeing endtoend incentive administration and accurate, ontime payouts.
• Troubleshooting payout issues and manage escalations.
• Maintaining plan rules, documentation, and approval workflows.
• Leading annual plan rollout and implementation.
• Owning compensation analytics, including attainment, trends, and insights.
• Partnering with Sales Operations to ensure clean, aligned data.
• Conducting audits for crediting, deal assignment, and compliance.
• Building dashboards that enable transparency and datadriven decisions.
• Aligning plans with Sales Leadership priorities and GTM strategy.
• Partnering with Finance on budgeting, forecasting, and accruals.
• Working with HR on job architecture and market benchmarking.
• Collaborating with Legal and Compliance on regulatory requirements.
• Driving automation and process improvements across tools and workflows.
• Leading configuration, testing, and upgrades for compensation systems.
• Delivering clear plan documentation, training, and enablement materials.
• Facilitating plan rollout sessions and ongoing communication.
• Supporting leaders and employees with compensation guidance.

Availity culture and benefits:

• Availity is a certified "Great Place to Work"! Culture is important to us and there are many ways for you to make your mark here!
• We have several Culture teams, a Young Professionals Group, and various ways to engage with fellow Availity associates - if you're near Jacksonville, we have lots of

pop up lunches where lunch is provided for everyone when we can see meetings are taking place and we've got team in the office.

• Availity is a culture of continuous learning. We have many resources and experts in our tech stack and in our industry that can help get you there too!
• Don't feel like wearing business attire? Cool, you can wear jeans - we are a casual place.
• We offer a competitive salary, bonus structure, generous HSA company contribution, healthcare, vision, dental benefits and a 401k match program that you can take advantage of on day one!
• We offer unlimited PTO for salaried associates + 9 paid holidays. Hourly associates start at 19 days of PTO and go up from there with all the same holiday benefits.
• Interested in wellness? We allow our associates to reimburse up to $250/year for gym memberships, participation in racing events, weight management programs, etc.
• Interested in furthering your education? We offer education reimbursement!
• Availity offers Paid Parental Leave for both moms and dads, both birth parents and adoptive parents.
• Want to work for an organization that gives back to the community? You're at the right place! Availity partners with various organizations, both locally and nationally, to raise awareness, funds and morale as our staff members volunteer their time and funds to engage the organizations campaign.

Next steps:

After you apply, you will receive text/email messages thanking you for applying and then you will continue to receive more text/email messages alerting you as to where you are in the recruitment process.

Interview process:

• Recruiter Recorded Video Pre-Screen
• Video Interview with Hiring Manager
• Panel Video Interview with HRBP's
• Final Video Interview with Chief Human Resources Officer

Video Camera Usage:

Availity fosters a collaborative and open culture where communication and engagement are central to our success. As a remote first company, we are also camera-first and provide all associates with camera/video capability to simulate the office environment. If you are not able to use your camera for all virtual meetings, you should not apply for this role.

Having cameras on helps create a more connected, interactive, and productive environment, allowing teams to communicate more effectively and build stronger working relationships. The usage of cameras also enhances security and protects sensitive company information. Video participation is required to ensure that only authorized personnel are present in meetings and to prevent unauthorized access, data breaches, preventing social engineering, or the sharing of confidential information with non-participants.

Disclaimers:

Availity is an equal opportunity employer and makes decisions in employment matters without regard to race, religious creed, color, age, sex, sexual orientation, gender identity, gender expression, genetic information, national origin, religion, marital status, medical condition, disability, military service, pregnancy, childbirth and related medical conditions, or any other classification protected by federal, state, and local laws and ordinances.

Availity is a drug-free workplace. Candidates are required to pass a drug test before beginning employment.

NOTICE: Federal law requires all employers to verify the identity and employment eligibility of all persons hired to work in the United States. When required by state law or federal regulation, Availity uses I-9, Employment Eligibility Verification in conjunction with E-Verify to determine employment eligibility. Learn more about E-Verify at http://www.dhs.gov/e-verify.

Click the links below to view Federal Employment Notices.

Family& Medical LeaveAct Equal Employment Law PosterPay TransparencyEmployee Polygraph Protection Act IER Right to Work Poster Important Notice about Employee Rights to Organize and Bargain Collectively with Their Employers