Senior Sales Compensation Analyst

As passionate about our people as we are about our mission.

What We’re All About:

Q2 is proud of delivering our mobile banking platform and technology solutions, globally, to more than 22 million end users across our 1,300 financial institutions and fintech clients. At Q2, our mission is simple: Build strong, diverse communities by strengthening their financial institutions. We accomplish that by investing in the communities where both our customers and employees serve and live.

What Makes Q2 Special?

The Job At-A-Glance:

Our People Team (all Human Resources functions + global real estate facilities) ensures the business has the right workforce strategy and capabilities to achieve it's mission. Our efforts help bring Q2's ten guiding principles to life, offering great opportunities for team members to grow their careers in a fulfilling culture. If you are excited by the prospect of being part of continuing to make this a reality, let's get to work building the future!

As a Senior Sales Compensation Analyst, you'll function in a truly strategic focused role, with an emphasis on conducting market and equity analysis, monitoring market trends and data, developing compensation strategies, communicating, and providing recommendations to management and HR teams. You'll also be involved in annual compensation review, as well as support various strategic compensation management projects for the Sales organization. This is not a transaction heavy role (ex: calculating commission payouts, etc.), so if you're someone that is seeking a truly strategic sales compensation focused role and welcomes being a go-to point of contact that works with multiple key stakeholders, then you'll likely feel right at home on our team.

A Typical Day:

· Act as subject matter expert for sales compensation design and administration at Q2

· Lead discussions with senior leadership around pay for performance design philosophy

· Model annual plan change impact and present findings to senior leadership

· Liaison with Sales, Finance and Accounting to ensure all sales compensation stakeholders are included in the design and administration processes

· Serve as the sales compensation advisor for the HRIS system

· Support education of management on proper understanding of benchmark data

· Support analysis of job ranges/levels and provide tools to benchmark internal employees and new hires against data; create and maintain common job titles and compensation levels across the organization

· Conduct job analyses to determine appropriate salary levels and advise management on compensation actions

· Help support annual review process, as well as any out of cycle increase proposals; provide necessary compensation tools to support merit/incentive recommendations

· Develop strong working relationships with Human Resources Business Partner team

· Consult and advise HR regarding compensation policy interpretation, new hire offers, promotions, market analysis, job evaluation, and other compensation projects and initiatives associated with Sales

· Identify key compensation opportunities or areas of concern, analyze situations and develop recommendations to address issues; analyze current organization pay practices and make recommendations for changes to ensure equity and competitiveness

· Proactively collaborate with key stakeholders and executives to understand the needs of the business and resolve compensation related issues.

· Develop communication tools for internal and external use in support of new programs, incentives as well as changes.

· Responsible for ensuring that all security, availability, confidentiality and privacy policies and controls are adhered to

Bring Your Passion, Do What You Love. Here's What We're Looking For:

· Typically requires a Bachelor’s degree and a minimum of 8 years of related experience; or an advanced degree with 6+ years of experience; or equivalent related work experience.

· Ability to work with individuals at all levels of the organization and possess strong analytical and problem-solving skills

· Must have an advanced proficiency in Microsoft Excel and the ability to model and interpret complex sales compensation scenarios

· Previous experience with financial modeling highly desired

· Must be proficient in Microsoft Office (Outlook, Power Point, Word)

· Workday experience is a plus

· Xactly Incentive Compensation Management experience a plus

· Good communications skills, both verbal and written

· Knowledge of federal and state compensation-related laws

#LI-BW1

#LI-REMOTE

Health & Wellness

• Hybrid & Remote Work Opportunities

• Flexible Time Off

• Career Development & Mentoring Programs

• Generous Retirement Benefit Plans, including a company-matching HSA program.

• Health & Wellness Benefits, including a 12-weeks of parental leave for eligible new parents

• Community Volunteering & Company Philanthropy Programs

• Employee Peer Recognition Programs – “You Earned it”

How We Give Back to the Community:

You can learn more about our Q2 Spark Program, Q2 Philanthropy fund, and our employee volunteering programs on our Q2 Community page. Q2 supports dozens of wide-reaching organizations, such as the African American Leadership Institute, Code2College, and YearUp, promoting diversity and success in leadership and technology. Other deserving beneficiaries include Resource Center helping LGBTQ communities, JDRF, and Homes for our Troops, a group helping veterans rebuild their lives with specially adapted homes.

At Q2, our goal is to be a diverse and inclusive workforce that fosters mutual respect for our employees and the communities we serve. Q2 is an equal opportunity employer and does not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status.