Sales Operations Compensation Leader

Lennox (NYSE: LII), driven by 130 years of legacy in HVAC and refrigeration, provides our residential and commercial customers with industry-leading climate-control solutions. At Lennox, we win as a team, aiming for excellence and delivering innovative, sustainable products and services. Our culture guides us and creates a workplace where all employees feel heard and welcomed. Lennox is a global community that values each team member’s contributions and offers a supportive environment for career development. Come, stay, and grow with us.

Lennox Commercial HVAC is modernizing the infrastructure that supports territory design, quota management, sales compensation, and commercial planning across a complex national sales organization. This role will lead foundational initiatives related to planning systems, compensation governance, and scalable operating frameworks that support revenue growth and organizational alignment. The role offers significant visibility across Sales, Finance, IT, and executive leadership, with the opportunity to shape how commercial performance is planned, measured, and rewarded. 

Mission 

Design and operationalize the systems that drive sales behavior – territories, quotas, and compensation – while leading implementation of integrated planning and compensation infrastructure. 

Role Positioning 

• Functional owner for Sales Planning & Compensation within Revenue Operations 
• Leads enterprise initiatives through influence across Sales, Finance, IT, and external partners 
• Operates with significant autonomy and visibility across leadership stakeholders 
• Player-coach responsible for delivering outcomes while coordinating cross-functional resources 

Scope of Responsibility 

Territory & Coverage Design 

• Design and optimize territory models in partnership with sales across direct accounts, contractors, engineering firms, and channel partners 
• Align coverage, including overlay responsibilities, to market opportunity, account potential, and strategic priorities 
• Continuously assess and refine territory structures based on performance and market shifts 

Quota Planning & Management 

• Develop scalable quota-setting methodologies aligned to growth objectives 
• Align quotas to market opportunity and commercial strategy 
• Manage in-year adjustments, governance, and performance calibration 

Sales Planning Systems 

• In partnership with IT, lead the implementation of SAP Territory & Quota software and eventual integration with existing SAP Commission (Callidus) software 
• Define data model and business rules 
• Drive adoption across leadership 

Sales Incentive Plan Design 

• Design compensation plans aligned to revenue growth, margin objectives, and strategic priorities 
• Balance simplicity, fairness, and behavioral alignment across plans 
• Partner with Sales, Finance, and HR leadership on compensation strategy and governance 

Incentive Program Administration 

• Oversee day-to-day administration and accuracy of incentive compensation processes, including SAP Commission (Callidus) system administration 
• Manage SPIFFs and short-term incentive programs 
• Partner with Finance and Payroll to ensure accurate and timely compensation processing 

Incentive Program Governance 

• Drive professionalization of incentive compensation programs through standardized communication, documentation, rollout, and governance processes 
• Define the onboarding and education approach for new hires 
• Ensure clear and consistent communication of goals, metrics, and performance throughout the year 
• Own governance model for plan interpretation, exception handling, and dispute resolution 
• Develop and maintain a single source of truth documentation for compensation plans 
• Continuously improve clarity, usability, scalability, and perceived fairness of compensation programs 

Operating Model 

• Lead through influence across Sales, Finance, IT, and Revenue Operations 
• Coordinate dedicated matrixed offshore resources supporting planning and compensation operations 
• Build scalable processes and governance frameworks to support organizational growth 

Key KPIs 

• Quota attainment distribution 
• Coverage efficiency 
• Compensation accuracy and timeliness 
• Compensation plan effectiveness and alignment 
• Adoption of planning and compensation systems 

• Working knowledge of SAP ERP processes and associated data a plus 
• Bachelor’s degree in business, Finance, Accounting, HR, or a related discipline (or equivalent experience) 
• 8-12+ years of experience in sales compensation administration, sales operations, finance, or another data-heavy analytical role  
• Deep experience in territory design, quota management, and compensation frameworks 
• Experience implementing planning or compensation systems 
• Strong analytical and business modeling capability 
• Ability to influence senior stakeholders without direct authority 
• Comfortable operating in evolving and ambiguous environments

What Success Looks Like (12–18 months) 

• Standardized territory and quota management framework 
• Compensation plans aligned to business priorities and trusted by the field 
• Planning system implementation successfully launched 
• Improved transparency, timeliness, governance, and scalability of compensation operations 

Compensation: This is a salaried exempt role. The starting salary range for this role and market is between $110,000 to $160,00 annually. Factors that may affect starting salary include geography/market and the skills, education, experience, and other qualifications of the successful candidate. Employees in this role are also eligible for an annual bonus in accordance with the terms of the Company’s applicable plan. Employees in this role are not eligible for overtime.

Benefits: Subject to applicable eligibility requirements, the following benefits are offered for this role: tuition reimbursement; medical, dental, and vision insurance; prescription drug coverage; 401(k) retirement plan; short-term disability insurance; 8 weeks paid birthing leave; 2 weeks paid bonding leave; life and long-term disability insurance.

Depending on date of hire, and subject to applicable eligibility requirements, new employees in this role also receive up to: 12 days paid time off, 2 paid well-being days, 1 paid volunteer day, 12 paid holidays, and 3 floating holidays per year.

Our Culture: At Lennox, our Core Values of Integrity, Respect & Excellence are ingrained in the fabric of the organization. They define our culture – which is about how we do business and how we treat others. Lennox is not just a workplace; we are a global community that values each team member’s contributions. As an equal opportunity employer, we are committed to recruit, develop, and retain talented individuals from a wide range of backgrounds, ensuring that everyone has the opportunity to succeed and contribute to our continued growth and success. At Lennox, you’ll take pride in our brands, knowing you are part of something special. Come, stay, and grow with us! 

Disclaimers: The compensation and benefits information is accurate as of the date of this posting. Lennox reserves the right to modify this information at any time, with or without notice, subject to applicable law.

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