Job Family
Operations - GeneralAbout Us
At Transamerica, hard work, innovative thinking, and personal accountability are qualities we honor and reward. We understand the potential of leveraging the talents of a diverse workforce. We embrace an environment where employees enjoy a balance between their careers, families, communities, and personal interests.
Ultimately, we appreciate the uniqueness of a company where talented professionals work collaboratively in a positive environment — one focused on helping people look forward and plan for the best life possible while providing tools and solutions that make it easier to get there.
Who We Are
We believe everyone deserves to live their best life. More than a century ago, we were among the first financial services companies in America to serve everyday people from all walks of life.
Today, we’re part of an international holding company, with millions of customers and thousands of employees worldwide. Our insurance, retirement, and investment solutions help people make the most of what’s important to them.
We’re empowered by a vast agent network covering North America, with diversity to match. Together with our nonprofit research institute and foundation, we tune in, step up, and are a force for good — for our customers and the communities where we live, work, and play. United in our purpose, we help people create the financial freedom to live life on their terms.
What We Do
Transamerica is organized into three distinct businesses. These include 1) World Financial Group, including Transamerica Financial Advisors, 2) Protection Solutions and Savings & Investments, comprised of life insurance, annuities, employee benefits, retirement plans, and Transamerica Investment Solutions, and 3) Financial Assets, which includes legacy blocks of long term care, universal life, and variable and fixed annuities. These are supported by Transamerica Corporate, which includes Finance, People and Places, General Counsel, Risk, Internal Audit, Strategy and Development, and Corporate Affairs, which covers Communications, Brand, and Government and Policy Affairs.
Transamerica employs nearly 7,000 people. It’s part of Aegon, an integrated, diversified, international financial services group serving approximately 23.9 million customers worldwide.* For more information, visit transamerica.com.
Job Description Summary
Lead the design, governance, and execution of complex sales incentive compensation programs in partnership with Human Resources, Finance, Sales Leadership, and Operations. Serve as a subject‑matter expert and strategic advisor on incentive plan design, execution, automation, and risk, while ensuring accurate, timely, and compliant compensation outcomes across sales organizations. This role supports a broad population of internal employee wholesalers and oversees the administration of firmwide revenue sharing agreements with significant annual financial impact.Job Description
Responsibilities
- Provide end‑to‑end ownership of sales incentive compensation programs, including plan design support, operational execution, governance, and ongoing optimization in partnership with Total Rewards.
- Lead the monthly and periodic commission payment lifecycle, ensuring accuracy, auditability, and timely submission to Payroll while proactively managing risks and exceptions. Covers over 200 internal employee wholesalers on a monthly cycle.
- Administer firm revenue sharing agreements with distribution partners, including calculation, reconciliation, and timely payment of millions of dollars in contractual payments, ensuring accuracy and compliance with contractual terms.
- Serve as the primary escalation point for complex compensation issues, disputes, and interpretation of plan documents, exercising judgment and providing clear, defensible resolutions.
- Act as a strategic advisor to Sales Leadership and HR partners, translating compensation mechanics into business‑aligned insights and recommendations.
- Drive automation, scalability, and process efficiency by defining technical requirements, partnering with Sales Operations and Sales Reporting, and influencing roadmap priorities.
- Own data integrity and control frameworks supporting incentive compensation, ensuring consistency, quality, and governance of sales and payout data.
- Lead plan revision cycles and policy enhancements, identifying opportunities to improve design effectiveness, operational efficiency, and employee understanding.
- Draft, review, and validate incentive plan documents, ensuring clarity, compliance, and alignment with enterprise compensation philosophy.
- Develop and deliver clear communications and training on compensation plans, mechanics, and policies for sales employees, managers, and leaders.
- Mentor and provide informal leadership to junior analysts, sharing best practices and elevating team capability.
Qualifications
- Bachelor’s degree in Finance, Accounting, Business Administration, or equivalent experience
- Seven years of progressive experience in sales compensation, incentive administration, finance, accounting, or a related analytical role
- Advanced understanding of sales incentive plans, compensation structures, contracts, and sales processes
- Hands‑on experience with Anaplan or other commission/incentive compensation systems
- Demonstrated ability to analyze large, complex datasets and synthesize insights for decision‑makers
- Strong analytical, problem‑solving, and critical‑thinking skills applied to ambiguous or high‑impact compensation issues
- Proven ability to influence and partner with senior stakeholders across Total Rewards, HR, Finance, Payroll, Sales Operations, and Sales Leadership
- Exceptional attention to detail, judgment, and accountability in high‑stakes financial processes
- Advanced proficiency in Excel; working knowledge of Word and PowerPoint
Preferred Qualifications
- Experience with compensation analytics, modeling, or payout forecasting
- Exposure to compensation governance, audit support, or regulatory considerations
- Prior experience acting as a lead analyst or subject‑matter expert within a compensation function
- Experience administering third-party revenue sharing or distribution fee agreements, preferably in asset management, insurance, or financial services
Working Conditions
- Office environment
Compensation
The Salary for this position generally ranges between $86,000.00 - $100,000.00 annually. Please note that the salary range is a good faith estimate for this position and actual starting pay is determined by several factors including qualifications, experience, geography, work location designation (in-office, hybrid, remote) and operational needs. Salary may vary above and below the stated amounts, as permitted by applicable law.
Additionally, this position is typically eligible for an Annual Bonus based on the Company Bonus Plan/Individual Performance and is at the Company’s discretion.
Applicants must possess legal authorization to work for our company in the U.S. without the need for immigration, sponsorship or otherwise serving as an employer of record for immigration employment purposes. At this time, this role is not eligible for immigration-related employment authorization sponsorship.
This is a hybrid position requiring three days in office per week in one of our hub locations (list locations that are applicable). Relocation assistance will not be provided for this position.
Disclaimer:
Beware of fake job offers!
We’ve been alerted to scammers impersonating Transamerica recruiters, particularly for remote positions. Please note:
- We will never request personal information such as ID or payment for equipment upfront.
- Official offers are sent via DocuSign following a verbal offer—not through text or email.
This job description is not a contract of employment nor for any specific job responsibilities. The Company may change, add to, remove, or revoke the terms of this job description at its discretion. Managers may assign other duties and responsibilities as needed. In the event an employee or applicant requests or requires an accommodation in order to perform job functions, the applicable HR Business Partner should be contacted to evaluate the accommodation request.
What We Offer
For eligible employees, we offer a comprehensive benefits package designed to support both the personal and financial well-being of our employees.
Compensation Benefits
Competitive Pay
Bonus for Eligible Employees
Benefits Package
Pension Plan
401k Match
Employee Stock Purchase Plan
Tuition Reimbursement
Disability Insurance
Medical Insurance
Dental Insurance
Vision Insurance
Employee Discounts
Career Training & Development Opportunities
Health and Work/Life Balance Benefits
Paid Time Off starting at 160 hours annually for employees in their first year of service.
Ten (10) paid holidays per year (typically mirroring the New York Stock Exchange (NYSE) holidays).
Be Well Company holistic wellness program, which includes Wellness Coaching and Reward Dollars
Parental Leave – fifteen (15) days of paid parental leave per calendar year to eligible employees with at least one year of service at the time of birth, placement of an adopted child, or placement of a foster care child.
Adoption Assistance
Employee Assistance Program
Back-Up Care Program
PTO for Volunteer Hours
Employee Matching Gifts Program
Employee Resource Groups
Inclusion and Diversity Programs
Employee Recognition Program
Referral Bonus Programs
Inclusion & Diversity
We believe our commitment to diversity and inclusion creates a work environment filled with exceptional individuals. We’re thrilled to have been recognized for our efforts through the Human Rights Campaign Corporate Equality Index, Dave Thomas Adoption Friendly Advocate, and several Seramount lists, including the Inclusion Index, 100 Best Companies for Working Parents, Best Companies for Dads, and Top 75 Companies for Executive Women.
To foster a culture of inclusivity throughout our workforce, workplace, and marketplace, Transamerica offers a wide range of diversity and inclusion programs. This includes our company-sponsored, employee-driven Employee Resource Groups (ERGs), which are formed around a shared interest or a common characteristic of diversity. ERGs are open to all employees. They provide a supportive environment to help us better appreciate our similarities and differences and understand how they benefit us all.
Giving Back
We believe our responsibilities extend beyond our corporate walls. That's why we created the Aegon Transamerica Foundation in 1994. Through a mix of financial grants and the volunteer efforts of our employees, the foundation supports nonprofit organizations focused on the things that matter most to our people in the communities where we live and work.
Transamerica’s Parent Company
Aegon acquired the Transamerica business in 1999. Since its start in 1844, Aegon has grown into an international company serving more than 23.9 million people across the globe.* It offers investment, protection, and retirement solutions, always with a clear purpose: Helping people live their best lives. As a leading global investor and employer, the company seeks to have a positive impact by addressing critical environmental and societal issues, with a focus on climate change and inclusion and diversity.
* As of December 31, 2023
Skills Required
- Bachelor's degree in Finance, Accounting, Business Administration, or equivalent experience
- Seven years of progressive experience in sales compensation, incentive administration, finance, accounting or a related analytical role
- Hands-on experience with Anaplan or other commission/incentive compensation systems
- Advanced proficiency in Excel; working knowledge of Word and PowerPoint
Transamerica Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Transamerica and has not been reviewed or approved by Transamerica.
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Retirement Support — A company-funded pension alongside a 401(k) match creates a stronger-than-typical foundation for long-term savings. Feedback suggests this retirement depth elevates total rewards even when base pay is described as only “okay.”
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Leave & Time Off Breadth — Paid time off begins around four weeks in year one with about ten paid holidays and dedicated volunteer PTO. This breadth helps the overall package feel more competitive early in tenure.
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Healthcare Strength — Multiple medical plan options with recognized carriers are available, and the employer pays the majority of premiums. HSAs/FSAs and dependent care FSAs expand coverage flexibility across locations.
Transamerica Insights
What We Do
Life is about more than just money. That’s why Transamerica is committed to helping people make the wealth and health connection—it’s a whole new way of looking at everything that can affect your finances and how the little steps we take today can have a big impact tomorrow. We know that helping people achieve financial security today goes beyond that. For that reason, we will share academic, industry, and independent research so we can all work towards living better, longer. Be Well. Build Wealth.
