Compensation Analyst

Postman•San Francisco, CA

1d•$160,000 - $180,000•Hybrid

About The Position

Postman is hiring a Compensation Analyst to own the design, documentation, and ongoing management of compensation plans that drive the right behaviors and outcomes across our organization. This role will largely focus on GTM organization, translating our GTM strategy into incentive mechanics that are clear, scalable, and measurable—balancing growth acceleration, efficiency, and customer value. You will partner closely with Leadership, Ops, Finance, and People to ensure plans are competitive, compliant, and operationally excellent.

Requirements

7+ years in compensation design especially sales compensation, incentive design, sales finance, or RevOps with direct ownership of compensation plan design and governance.
Proven experience designing comp for Enterprise SaaS organizations at scale (multiple segments/regions, evolving role definitions, increasing complexity).
Strong understanding of GTM roles and motions (enterprise new logo, expansion/renewal, overlays) and how incentives drive behavior.
Advanced modeling skills (Excel/Sheets) with comfort analyzing payout curves, attainment distributions, sensitivity analyses, and cost-of-sales tradeoffs.
Ability to design plans that balance strategic leverage, fairness, simplicity, and operational precision.
Strong cross-functional influence skills; able to align Sales, RevOps, Finance, and People on plan outcomes and tradeoffs.
Excellent written/verbal communication
High ownership, attention to detail, and discretion with sensitive compensation data; strong process orientation.
Familiarity with comp tooling and CRM/reporting preferred (e.g., Salesforce, CaptivateIQ, Radford, Mercer)

Nice To Haves

Bonus: exposure to PLG-to-enterprise dynamics, international considerations, and/or incentive control/audit frameworks.

Responsibilities

Own end-to-end compensation plan design across the organization with a special focus on GTM roles (e.g., Enterprise/Commercial AEs, SDR/BDR, AM/CSM overlays as applicable), aligning incentives to Postman’s GTM strategy.
Translate desired behaviors into plan mechanics (pay mix, OTE, quota alignment, thresholds, accelerators/decelerators, crediting rules, SPIFFs).
Build and maintain comp models to assess payout curves, attainment distributions, cost of sales, and scenario impacts; recommend optimizations based on data.
Partner with Sales Leadership, RevOps/Sales Ops, and Finance to ensure plans are measurable, operable in systems, and forecastable/accruable.
Establish governance for plan changes, exceptions, and approvals; ensure audit-ready processes and strong internal controls.
Own plan documentation and communications (plan letters, policy/FAQs, rollout materials) to ensure clarity and trust with reps and managers.
Run comp performance reviews on a monthly/quarterly cadence; identify unintended outcomes and drive iterative improvements.
Support dispute resolution and exception handling with clear policy interpretation and consistent decisioning.
Continuously benchmark and evolve incentive design to remain competitive while maintaining efficiency and scalability.