Director, Sales Compensation & Policy Governance – Remote Position Available In Montgomery, Pennsylvania

Job Description:

We are seeking a strategic and results-driven Director, SalesCompensation & Policy Governance to lead and manage the design,implementation, and optimization of the companys growth policiesand variable compensation plans. This role is an experienced leaderwho has worked in high growth organizations to drive behavior thatsupports internal goals and adheres to public-company compliance.

This individual will be responsible for ensuring that our policiessupport business objectives, represent industry best practices, andthat incentive and bonus structures effectively drive performance,and enhance employee motivation across all levels. The Directorwill collaborate with leadership, finance, and HR teams to createcompensation structures that support both short•and long-termbusiness growth.

Duties and Responsibilities:

Provide strategicdirection over our incentive compensation philosophy aligned to ourgrowth needs, weighing alternative revenue models and alignment tocompany revenue goals Define our Bookings philosophy and manageBookings policies that align with business strategy and bestpractices; partnering with Finance and Legal to implement Developannual compensation structures that drive desired business outcomesbased on sales targets and key metrics Work closely with thePresident and CFO to ensure compensation programs are competitive,sustainable, and aligned with overall business strategy Work withthe Finance organization to ensure proper funding and alignmentbetween variable compensation and overall financial performancePartner with cross-functional stakeholders to define a totalcompensation strategy Drive innovation in incentive structures toalign with evolving business needs and emerging trends throughoutour business lines. Develop and lead communication strategies toeffectively explain and promote variable compensation programsacross the organization. Manage Bookings policies, annually makingupdates that align with business strategy and best practices;partnering with internal teams to implement Manage changemanagement initiatives aligned to shifts in compensationstructures, ensuring smooth transitions and clear education aroundchanges and impacts Lead the integration and automation efforts forfinancial tooling (e.g., Anaplan) to streamline compensationprocesses and ensure accurate, real-time tracking Analyzecompensation program effectiveness, providing data-driven insightsto optimize incentive structures Establish clear and measurableperformance metrics for variable compensation programs across alllevels of the organization Regularly assess and adjust compensationplans to ensure they effectively drive performance and remaincompetitive in the marketplace Conduct regular market analyses andbenchmarking to ensure the company’s variable compensationstructures are competitive within the market Identify opportunitiesfor continuous improvement in policies, variable compensationstrategy, processes, and systems Manage the day-to-day activitiesof the team, including task delegation, conducting training andonboarding as needed, setting goals and supporting team members inachievement, conducting regular performance reviews

Qualifications:

Bachelor’s degree 10 years experience in Incentive Compensation,Revenue Operations, Sales Operations, or similar function 5 yearsexperience in healthcare, specifically in high growth health-techindustry Strong track record of success in preparing content forexecutive audiences Experience in developing and implementingmultiple types of variable compensation plans Growth mindsetNatural orientation to big picture thinking: the ability to see theforest for the trees and bring focus to big rocks that will makehighest impact Successful experience working with cross-functionaldecision makers and building leadership confidence Successful teammanagement experience Ability to perform multiple projectssimultaneously and creatively execute projects Proactive andrelentless: independently capable of seeking information in anunstructured environment, solving conceptual problems, corrallingresources, and delivering results in challenging situations Strongbias for action and ability to prioritize and execute

Physical/Cognitive Requirements:

Prompt and regular attendance atassigned work location Ability to thrive in a fast-paced,high-intensity work environment Ability to remain seated in astationary position for prolonged periods Requires eye-handcoordination and manual dexterity sufficient to operate keyboard,computer and other office-related equipment No heavy lifting isexpected, though occasional exertion of about 20 lbs. of force(e.g., lifting a computer / laptop) may be required Ability tointeract with leadership, employees, and members in an appropriatemanner. The United States new hire base salary target ranges forthis full-time position are:

Zone A:

$161,410•$228,000 equitybenefits

Zone B:

$177,551•$250,800 equity benefits

Zone C:

$193,692•$273,600 equity benefits

Zone D:

$209,833•$296,400equity benefits This range reflects the minimum and maximum targetfor new hire salaries for candidates based on their respectiveZone. Below is additional information on Included Healthscommitment to maintaining transparent and equitable compensationpractices across our distinct geographic zones. Starting basesalary for the successful candidate will depend on severaljob-related factors, unique to each candidate, which may include,but not limited to, education; training; skill set; years and depthof experience; certifications and licensure; business needs;internal peer equity; organizational considerations; and alignmentwith geographic and market data. Compensation structures and rangesare tailored to each zones unique market conditions to ensure thatall employees receive fair and competitive compensation based ontheir roles and locations. Your Recruiter can share your geographiczone alignment upon inquiry.

Benefits & Perks:

In addition toreceiving a competitive base salary, the compensation package mayinclude, depending on the role, the following: Remote-firstculture401(k) savings plan through Fidelity Comprehensive medical,vision, and dental coverage through multiple medical plan options(including disability insurance) Full suite of Included Healthtelemedicine (e.g. behavioral health, urgent care, etc.) and healthcare navigation products and services offered at no cost foremployees and dependents Generous Paid Time Off (“PTO”) andDiscretionary Time Off (“DTO”) 12 weeks of 100% Paid Parental leaveFamily Building Benefit with fertility coverage and up to $25,000for Surrogacy & Adoption financial assistance Compassionate Leave(paid leave for employees who experience a failed pregnancy,surrogacy, adoption or fertility treatment) 11 Holidays Paid withone Floating Paid Holiday Work-From-Home reimbursement to supportteam collaboration and effective home office work 24 hours of PaidVolunteer Time Off (“VTO”) Per Year to Volunteer with CharitableOrganizations