International Sdr

Sales Compensation - Global Engagement Lead Sales Compensation & Quota Planning professional required to lead the design, governance, and execution of sales incentive and quota programs across a complex, multi‑channel go‑to‑market model. The role sits at the intersection of strategy, analytics, and execution, ensuring compensation and quota frameworks drive the right sales behaviours, support margin and growth objectives, and scale globally with consistency and transparency. Key Responsibilities

Lead the end‑to‑end design of global sales compensation plans across direct, indirect, overlay, and specialist roles. Ensure plans are aligned to HP’s growth strategy, product mix, margin objectives, and channel model. Balance simplicity, scalability, and motivational impact while maintaining governance and compliance. Translate strategic priorities into measurable incentive mechanics (rates, accelerators, thresholds, SPIFFs). Quota Planning & Deployment

Own annual and in‑year quota planning cycles across regions, segments, and roles. Develop quota methodologies that ensure fairness, achievability, and differentiation, grounded in data and historical performance. Partner with Sales Operations, Finance and GTM leaders to align quotas to revenue targets and capacity models. Drive consistent quota allocation processes, timelines, and approval frameworks globally. Analytics, Insights & Performance Management

Establish performance analytics to evaluate plan effectiveness, quota attainment, pay‑for‑performance, and ROI. Identify trends, risks, and unintended behaviours and recommend plan or quota adjustments. Deliver clear executive‑level insights and scenario modelling to support decision‑making. Leadership & Stakeholder Management

Act as a trusted advisor to senior Sales and Finance leadership. Lead and develop a high‐performing compensation and quota planning team. Influence across a matrixed organization without direct authority. Navigate ambiguity and competing priorities with executive presence and clarity. Required Qualifications

10+ years of progressive experience in sales compensation and quota planning. Proven leadership experience in a large, international, matrixed organization. Deep expertise in compensation plan design and quota methodologies across multiple sales roles and international complexity. Strong analytical skills with the ability to translate data into executive‑ready insights. Experience leading annual planning cycles with complex stakeholder alignment. Advanced knowledge of SPM/ICM platforms (e.g., SAP SuccessFactors, Xactly, Varicent, Forma, or similar). Preferred Qualifications

Experience in technology, hardware, or hybrid product/services sales models. MBA or advanced degree in Business, Finance or related field. Demonstrated experience leading transformations in highly complex matrixed organizations. Success Metrics (First 12–18 Months)

On‑time, high‑quality delivery of annual compensation and quota cycles. Improved quota attainment correlation to performance and reduced plan complexity. Increased confidence and trust from Sales leadership in incentive fairness. Measurable reduction in manual processes and exception handling. Clear linkage between incentives, sales behaviour and business outcomes. Salary

The pay range for this role is $105,050 to $160,000 USD annually with additional opportunities for pay in the form of bonus and/or equity (applies to United States of America candidates only). Pay varies by work location, job‑related knowledge, skills and experience. Benefits

Health insurance Dental insurance Vision insurance Long term/short term disability insurance Employee assistance program Flexible spending account Life insurance Generous time off policies, including full paid parental leave (4‑12 weeks) based on tenure 11 paid holidays Additional flexible paid vacation and sick leave (US benefits overview) Schedule

Full time Travel

25% Relocation

Not Specified Equal Opportunity Employer (EEO)

HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation or any other characteristic protected by applicable national, federal, state and local law(s). HP does not discriminate on the basis of job‑related or other circumstances. Candidates may be subject to background verification.