Revenue Incentives Operations Lead

The Apex Group was established in Bermuda in 2003 and is now one of the world’s largest fund administration and middle office solutions providers.

Our business is unique in its ability to reach globally, service locally and provide cross-jurisdictional services. With our clients at the heart of everything we do, our hard-working team has successfully delivered on an unprecedented growth and transformation journey, and we are now represented by over circa 13,000 employees across 112 offices worldwide.Your career with us should reflect your energy and passion.

That’s why, at Apex Group, we will do more than simply ‘empower’ you. We will work to supercharge your unique skills and experience.

Take the lead and we’ll give you the support you need to be at the top of your game. And we offer you the freedom to be a positive disrupter and turn big ideas into bold, industry-changing realities.

For our business, for clients, and for you

Purpose

Apex is continuing to mature its Revenue Infrastructure & Incentives capability to support a more scalable, controlled, and transparent revenue incentive model. This role will lead the day-to-day operation of the Revenue Incentives function, ensuring compensation cycles are well planned, accurately delivered, clearly communicated and continuously improved. Working closely with the Revenue Compensation Lead, the role will take ownership of operational delivery, stakeholder engagement, process improvement, supporting materials and compensation modelling, allowing the Head of Revenue Infrastructure & Incentives to focus on future policy development, ExCo engagement and strategic direction.

Key Responsibilities

Revenue Incentives Operations

• Lead the end-to-end operational delivery of Apex’s revenue incentive cycles, including planning, timelines, dependencies, risks, readiness and stakeholder touchpoints.
• Work closely with the Revenue Compensation Lead to ensure calculations, validations, query handling and compensation outputs are delivered accurately and within agreed timelines.
• Coordinate inputs and actions across Salesforce, Xactly, Finance, Reward, Payroll, Commercial Operations and Sales leadership.
• Maintain clear visibility of cycle status, outstanding actions, query volumes, delivery risks and key decisions.
• Act as the operational lead for Revenue Incentives, escalating only where strategic direction, material trade-offs or executive decisions are required.

Process Improvement, Controls & Automation

• Identify opportunities to simplify, streamline and automate revenue incentive processes.
• Review manual activities and recommend practical improvements to reduce operational effort, risk and reliance on key individuals.
• Partner with Technology, Salesforce and Xactly stakeholders to improve data flows, calculation inputs, controls and reporting.
• Ensure incentive processes are supported by appropriate documentation, evidence, approvals and auditability.
• Support the development of a more scalable, controlled and resilient operating model for incentive delivery.

Compensation Modelling & Insight

• Develop and maintain approaches to model expected compensation totals and anticipated payment outcomes.
• Support scenario analysis, variance review and early identification of unusual or unexpected compensation movements.
• Provide insight into calculation trends, exceptions, query themes and operational drivers.
• Support preparation of management information for governance forums, senior stakeholder updates and compensation cycle reviews.

Stakeholder Engagement & Communications

• Own the proactive engagement plan for the Revenue Incentives function.
• Maintain business-facing materials including FAQs, process guides, stakeholder updates, query guidance and simple explanations of key incentive processes.
• Ensure Sales leaders and relevant stakeholders understand timelines, requirements, dependencies and escalation routes.
• Use recurring query themes to improve communication, process guidance and future cycle readiness.
• Build trusted relationships with Commercial, Finance, Reward, Payroll, Technology and regional leadership teams.

What This Role Does Not Own

• Final ownership of future revenue incentive policy design.
• Executive-level policy negotiation or ExCo decision-making.
• Salesforce or Xactly technical configuration.
• Payroll processing or Reward policy ownership outside revenue incentives.

Key Skills & Experience

Essential

• Experience leading compensation, incentives, revenue operations, sales operations, finance operations or similarly complex operational processes.
• Strong understanding of incentive cycles, calculation processes, controls, stakeholder management and operational risk.
• Able to understand detailed compensation calculations while managing the broader operating model.
• Experience improving manual processes and identifying opportunities for automation, simplification and control enhancement.
• Strong analytical capability, including modelling, reconciliation, variance analysis and management reporting.
• Confident managing stakeholders across Sales, Finance, Reward, Commercial Operations and Technology.
• Able to create clear supporting materials, FAQs, process documentation and business-facing guidance.
• Strong delivery discipline, with the ability to manage timelines, dependencies, risks and competing priorities.

Desirable

• Experience with Salesforce, Xactly or similar sales compensation/revenue operations platforms.
• Experience working in a global, matrixed organization.
• Exposure to sales incentive policy, commission governance or compensation control frameworks.
• Experience supporting audit, controls, remediation or process governance activity.

Personal Attributes

• Operationally strong, structured and delivery focused.
• Detail-oriented without losing sight of the bigger picture.
• Confident taking ownership and removing day-to-day dependency from senior leaders.
• Pragmatic, improvement-minded and comfortable working through ambiguity.
• Clear communicator, able to translate complex incentive topics into simple business language.
• Proactive in identifying risks, gaps and improvement opportunities.
• Calm under pressure during high-volume compensation cycles.
• Collaborative, credible and trusted across functions.

Disclaimer: Unsolicited CVs sent to Apex (Talent Acquisition Team or Hiring Managers) by recruitment agencies will not be accepted for this position. Apex operates a direct sourcing model and where agency assistance is required, the Talent Acquisition team will engage directly with our exclusive recruitment partners.