Compensation Partner - Sales

As a Compensation Partner - Sales at Spotify, your main responsibilities include owning the quarterly sales incentive program, collaborating with various teams such as Sales Leadership and Finance, and providing guidance on compensation programs that include both cash and long-term incentives. You'll also conduct job evaluations, make compensation recommendations, and support annual compensation review processes.

To qualify for the Compensation Partner - Sales position at Spotify, you should have at least 7 years of experience in a global compensation function. Strong analytical skills, experience leading cross-functional projects, and proficiency in MS Office tools like Excel and PowerPoint are essential. Familiarity with Workday or CaptivateIQ is a plus!

The Compensation Partner - Sales role at Spotify comes with a competitive base salary range of $102,401 - $128,001 plus equity. Additional benefits include health insurance, six months of paid parental leave, a 401(k) retirement plan, a monthly meal allowance, and generous paid time off including 23 vacation days and 13 flexible holidays.

Spotify embraces a distributed workforce policy for the Compensation Partner - Sales position, allowing you to choose a work mode that suits you best. Whether you prefer remote work or a physical office, there are various options available to accommodate your working preferences.

Successful Compensation Partners - Sales at Spotify possess excellent communication and negotiation skills, along with the ability to embrace ambiguity and work autonomously. Flexibility in a fast-paced environment, attention to detail with numbers, and creative problem-solving skills are also highly valuable in this role.

In managing a sales incentive program, it's crucial to establish clear goals and collaborate with stakeholders for alignment. I prioritize regular communication and feedback to ensure the program meets the needs of the sales team while also analyzing performance metrics to refine strategies.

When conflicts arise regarding compensation recommendations, I begin by listening to all parties' concerns and ensuring that the discussion remains collaborative. I rely on objective data and company policies to guide the resolution process, which helps build trust and transparency.

I've conducted numerous job evaluations by applying a consistent framework that assesses roles based on responsibilities, skills required, and market benchmarks. These evaluations are vital for ensuring equitable compensation and support talent development initiatives.

To ensure pay equity, I conduct comprehensive pay equity analyses, comparing compensation across various teams and demographics. I advocate for adjustments where discrepancies exist and regularly update compensation policies to reflect equity-driven practices.

I'm proficient in MS Excel for performing complex modeling and analytics. I also have experience with compensation management software like Workday and CaptivateIQ, which streamline compensation processes and reporting.

During salary negotiations, I approach the discussion with empathy and a strong understanding of market data. I aim for a win-win situation where both the employee's expectations and the company's objectives can be achieved.

When creating a compensation package, I evaluate market trends, role requirements, and the candidate's potential contributions. I also consider internal equity and how the package aligns with our overall compensation philosophy.

I led a cross-functional project to implement a new compensation system. This involved coordinating with IT, HR, and Finance teams to ensure a seamless integration. Effective communication and clear timelines were vital to our success.

I stay updated on compensation trends by subscribing to industry publications, attending professional conferences, and participating in compensation-focused forums. Continuous learning is essential to remain competitive and informed.

Communication is central to the Compensation Partner role. Clear, transparent communication builds trust with employees and stakeholders and ensures that compensation strategies align with broader business objectives.