Director, Revenue Compensation

Our mission: eliminating every barrier to mental health.

Spring Health is a global mental health company on a mission to eliminate every barrier to mental health. We're building a world where getting support is simple, personal, and built around the person, so care can continue through every job, move, health plan, and life stage.

Our AI-native platform helps us deliver personalized support across self-guided tools, coaching, therapy, medication management, and specialty care. With outcomes independently validated by JAMA Network Open and the Validation Institute, Spring Health reaches more than 170 million people worldwide through leading employers, health plans, and partners.

As an AI-native company, we believe technology should expand the reach, quality, and humanity of care. Every Spring Health team member is expected to use AI tools thoughtfully, apply human judgment to AI outputs, and keep building AI fluency in ways that support their role and our mission.

Reporting to the Vice President, Revenue Operations, the Director of Revenue (Incentive) Compensation to lead the incentive programs that support our go-to-market teams. This individual will own the end-to-end incentive compensation strategy, design, and execution across Revenue - including plan design, modeling, and administration - ensuring incentives are competitive, aligned to business needs and financially responsible. Director of Incentive Compensation will partner with Finance, People, Accounting and Revenue leaders to model compensation scenarios, and evolve compensation plans in response to market and business changes. This is a full time, fully remote position on our team. Occasional travel may be required for company or team events or meetings.

What you’ll do:

• Set compensation principles and lead annual plan design for Sales and other eligible revenue teams (e..g, Customer Success, Account Management, Partnerships).

• Develop quota, target incentive, pay mix, commission, and accelerator recommendations

• Own plan documentation, approvals, communications, and change governance.

• Oversee crediting, commission calculations, dispute resolution, and payout readiness.

• Analyze attainment, productivity, incentive cost, and plan outcomes; recommend changes based on the results.

• Lead the compensation systems roadmap and improve data quality and automation

• Advise senior leaders on incentive tradeoffs and the likely behavior a plan will encourage.

• Build, coach, and develop a high-performing compensation team.

What success looks like in this role:

• Planning quality: Compensation plans that support the company’s growth priorities, while balancing revenue, retention, and financial disciplines.

• Planning timeliness: Quotas and compensation plans in hand at the start of the fiscal year.

• Plan comprehension: Revenue teams understand how their incentive plans work, what outcomes they reward, and how their performance translates into play.

• Variable compensation accuracy and satisfaction: Compensation plans are administered accurately (<1% dispute rate), delivered on time, and score favorably on field satisfaction

• Team development: analysts demonstrate measurable growth in understanding compensation strategy and execution, with clear evidence of skill progression and retention.

How you’ll use AI in this role:

• Deploys AI-enabled automation to optimize incentive compensation administration processes

• Builds AI-drive reporting and commission forecasting models achieving high accuracy

(targeting 85%+); shifts team from manual reconciliation to exception management

• Builds AI-assisted RevOps governance: data quality SLAs, automated audits, and anomaly alerting

What youʼll bring:

• 10+ years of experience in Revenue Operations, Sales Operations, Sales Compensation, Finance.

• 5+ years of people management experience, with a track record of developing high-performing teams and evolving team capabilities in response to changing business needs.

• A track record designing and operating compensation programs in a B2B SaaS or similar complex business environment.

• Strong analytics fluency, including proficiency with Qobra (or equivalent Compensation Management tools such as CaptivateIQ, Xactly, Everstage, Salesforce Spiff).

• Proven ability to partner cross-functionally including clear communication skills and ability to to influence senior stakeholders,

Nice to have:

• Experience in healthcare technology, mental health, or mission-driven SaaS environments.

• Familiarity with multiple go-to-market roles, such as Business Development, Account Executives, Account Management, Customer Success, and Partnerships.

• Familiarity with Salesforce SFDC CRM administration, data hygiene practices, and pipeline management workflows.

• Familiarity with recurring revenue, renewals, expansion, and multi-product sales models

• A software engineering mindset: rigorous about testing, observability, data hygiene, and iteration cycles.

Benefits provided by Spring Health:

Note: We have even more benefits than listed here and below, your recruiter will provide more in-depth information as you continue in the interview process. Benefits are subject to individual plan requirements and eligibility criteria.

• Health, Dental, Vision benefits start on your first day at Spring. You and your dependents also receive access to One Medical accounts HSA and FSA plans are also available, with Spring contributing up to $1K for HSAs, depending on your plan type.

• Employer sponsored 401(k) match of up to 2% for retirement planning

• A yearly allotment of no cost visits to the Spring Health network of therapists, coaches, and medication management providers for you and your dependents.

• We offer competitive paid time off policies including vacation, sick leave and company holidays.

• At 6 months tenure with Spring, we offer parental leave of 18 weeks for birthing parents and 16 weeks for non-birthing parents.

• Access to Noom, a weight management program—based in psychology, that’s tailored to your unique needs and goals. 

• Access to fertility care support through Carrot, in addition to $4,000 reimbursement for related fertility expenses.

• Access to Wellhub,  which connects employees to the best options for fitness, mindfulness, nutrition, and sleep in one subscription

• Access to BrightHorizons, which provides sponsored child care, back-up care, and elder care

• Up to $1,000 Professional Development Reimbursement a year.

• $200 per year donation matching to support your favorite causes.

Not sure if you meet every requirement? Research shows that women and people from historically underrepresented communities often hesitate to apply for roles unless they meet every qualification compared to other similarly-qualified candidates. At Spring Health, we are committed to fostering a workplace where everyone feels valued, empowered, and supported to Thrive. If this role excites you, we encourage you to apply.

Our privacy policy: https://springhealth.com/privacy-policy/

Spring Health is proud to be an equal opportunity employer. We do not discriminate in hiring or any employment decision based on race, color, religion, national origin, age, sex, marital status, ancestry, disability, genetic information, veteran status, gender identity or expression, sexual orientation, pregnancy, or other applicable legally protected characteristic. We also consider qualified applicants regardless of criminal histories, consistent with applicable legal requirements. Spring Health is also committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans. If you have a disability or special need that requires accommodation, please let us know.