Sales Compensation Analyst (Strategic Incentive Programs & Payee Lifecycle)

About this role

About the Role: Grade Level (for internal use): 10 Sales Compensation Analyst – Strategic Incentive Programs & Payee Lifecycle The Team We are a high-accountability, globally connected Sales Compensation team that values disciplined execution, a strong sense of urgency, and end-to-end ownership. We expect our people to understand the full lifecycle of their work, anticipate downstream impacts, and communicate outcomes with exceptional clarity, whether supporting our broad population of 1,500+ plan participants or partnering with C-level executives.

We value precision, responsiveness, sound judgment, collaboration, and people who take ownership through to resolution. Responsibilities and Impact If you are at your best when problems are complex, the data is messy, and the stakes are real, this role was built for you. As the operational owner of global SPIFF programs and end-to-end payee lifecycle management at S&P Global Market Intelligence, you will work at the intersection of Commercial Strategy, People Operations, and Sales Finance — ensuring that every compensation event, from a seller's first day to their last commission payment, is calculated precisely, governed rigorously, and resolved with integrity.

This is the function that handles what the standard monthly process cannot — and if that is where you do your best work, this role will give you the scope and the challenge to match. Own end-to-end SPIFF operations — translate commercial campaign briefs into precise qualification criteria, crediting logic, and system rate tables; build automated tracking engines using SQL, Python, or Alteryx to monitor real-time attainment and prevent duplicate claims, eligibility mismatches, and off-policy spend; execute all calculations; deliver post-campaign ROI analytics and spend assessments in Power BI; and archive all eligibility criteria, budget sign-offs, and documentation for full audit-readiness.

Architect and execute active payee lifecycle workflows — manage system setup, prorated quota assignments, draw and guarantee schedules, and ramping accelerators for new hires; model and execute effective-dated target adjustments and split crediting rules for mid-year promotions and role changes; and calculate accurate quota relief, crediting freezes, and temporary account coverage allocations for leaves of absence, in line with regional labour policies and commercial guidelines.