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We are seeking a Director of Global GTM Compensation to lead our compensation team supporting all of our GTM roles. You will be at the center of our efforts to continue scaling our GTM teams and drive industry-leading productivity and performance through compensation. Within the larger GTM Strategy and Operations team (i.e. Rev Ops), you will report to our SVP of Strategy and Operations. You and your team will be the go-to experts across the company on developing, implementing, and executing our variable compensation program across SDR, SA, AE, AM and other supporting teams.
The GTM Strategy & Operations team at Navan is core to our GTM organization supporting customer teams across the sales cycle. We work hard to enable our GTM teams to be as productive and efficient as possible, to provide strategic direction to inform GTM decisions, and create an inclusive and supportive environment across our GTM teams. We manage the systems and tooling, processes and workflows, variable compensation, training and enablement, analytics, strategy and planning, and program management for our GTM teams.
What You’ll Do:
- Lead & Scale the GTM Systems, Tools & Process –As a newly formed team, you will define the vision, structure, and operating model for the team, in conjunction with other GTM S&O leaders. You will work with GTM leaders to define the team priorities and manage the day-to-day work of the team
- Manage and execute our variable and incentive compensation programs across our go-to-market teams, covering both quantitative, attainment-based structures and qualitative, MBO-driven frameworks. This role supports key positions including SDRs, SAs, AEs, AMs, and a variety of other GTM roles.
- Guide GTM leadership in selecting and designing performance metrics and measures for incentive compensation while shaping overall program design.
- Collaborate with GTM leadership, Finance, and HR to craft the structure of compensation plans (such as accelerators and payout thresholds), analyze various design options, and drive alignment on compensation programs across GTM teams.
- Partner with the company’s compensation, payroll, and FP&A teams to ensure that GTM variable compensation programs align with corporate compensation philosophies, adhere to budget constraints, and maintain payroll accuracy.
- Develop and roll out policies, procedures, documentation, and training materials related to compensation programs.
- Evaluate, implement, and act as the primary owner and expert user of a variable compensation system, integrating compensation plans, targets, and quotas into the system.
- Provide strategic advice and manage any special compensation initiatives (e.g., SPIFF programs) within the GTM organization.
- Oversee the preparation, distribution, and administration of compensation agreements, working closely with both internal legal counsel and HR to develop appropriate agreement language.
- Process monthly variable compensation payouts with a focus on identifying and rectifying anomalies or data inaccuracies, while continuously monitoring program effectiveness and recommending adjustments to ensure alignment with company objectives and budget targets.
- Work with our GTM Enablement team to rollout and train GTM teams on their GTM compensation programs and relevant policies.
What We’re Looking For:
- 8+ years' experience in sales operations, analytics, and compensation program management.
- A deep understanding of go-to-market models, including roles, structures, and performance metrics, and know how to leverage variable compensation to drive desired behaviors.
- A proven track record in designing and executing variable compensation programs specifically for GTM roles, including the implementation, usage, and management of a GTM compensation systems.
- Deep experience conducting detailed analyses to support compensation initiatives—evaluating performance outcomes, quota attainment, and modeling various program options along with their associated expense impacts.
The posted pay range represents the anticipated low and high end of the compensation for this position and is subject to change based on business need. To determine a successful candidate’s starting pay, we carefully consider a variety of factors, including primary work location, an evaluation of the candidate’s skills and experience, market demands, and internal parity.
For roles with on-target-earnings (OTE), the pay range includes both base salary and target incentive compensation. Target incentive compensation for some roles may include a ramping draw period. Compensation is higher for those who exceed targets. Candidates may receive more information from the recruiter.
Pay Range
$172,000—$265,000 USD
What the Team is Saying
What We Do
Navan is the all-in-one super app that makes travel and expense easy so you can focus on being there, not getting there. Say goodbye to spending hours on the phone trying to change your flight or saving stacks of receipts to manually input expenses. From EAs and finance teams to travel managers and employees, Navan empowers people to focus on the things that matter most to them — all while providing companies with real-time visibility, savings, and control.
Navan’s investors include visionaries like Andreessen Horowitz, Lightspeed Ventures, Greenoaks, Zeev Ventures, and entrepreneurs Lee Fixel, Adam Bain, and Elad Gil. In Oct 2022, Navan announced its Series G upround at a post-money valuation of $9.2B to help accelerate future growth plans.
In April 2023, Navan expanded in the Indian market with the acquisition of Tripeur, a modern, people-centric corporate travel and expense management company. The group’s fifth acquisition in under two years, Tripeur joined the Navan Group alongside Spanish meetings and events specialists, Atlanta Events & Corporate Travel Consultants; Berlin-based modern travel management company, Comtravo; leading Scandinavian travel agency Resia AB; and London-based high-touch TMC, Reed & Mackay.
Why Work With Us
At Navan, we’re never satisfied with the status quo, and we know breakthrough ideas come from diverse perspectives. We are committed to cultivating a workplace that reflects the diversity of the customers we serve while fostering leadership and innovation.
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Navan Offices
Hybrid Workspace
Employees engage in a combination of remote and on-site work.
In-person connections is the foundation of Navan, the connections forged through face-to-face interactions improve company culture and what we can achieve together. We operate on a hybrid working model, which we define as three days a week in-office.
