Director, Sales Planning at PagerDuty – San Francisco | Jobyssey

PagerDuty, Inc. (NYSE: PD) is the global leader in AI-first digital operations. By automatically detecting, diagnosing, and remediating issues, the PagerDuty Platform orchestrates AI agents and automated workflows with context from over 750 integrations. Trusted by approximately two-thirds of the Fortune 100 and nearly half of the Fortune 500, PagerDuty is the industry standard for organizations scaling resilient, autonomous operations. Notable customers include Chipotle, Cloudflare, Docusign, Fox, Nvidia, Salesforce, Spotify, Zoom and more. We are growing rapidly and hiring top talent with leading AI skills across engineering, sales, product, marketing, and beyond as we build the leading digital operations platform.

Why We Need You

We are seeking a Director of Sales Planning, Compensation & Analytics who will serve as a strategic partner to our Senior Sales Leaders. This role is integral to our commitment to revenue growth, with responsibilities encompassing sales planning, forecasting, compensation design, headcount investments and quota coverage. As our Director of Sales Planning, Compensation & Analytics, you will be reporting to the VP, Field Operations, leading the charge in the development, implementation, and ongoing refinement of sales strategies, programs, and initiatives.

The perfect candidate has experience working in fast-paced, high-growth environments and possesses a comprehensive understanding of diverse sales metrics, processes, and tools. Proficiency in enterprise selling processes, SaaS, and digital sales metrics is highly desirable. We are looking for a leader who can identify and implement improvements in all aspects of sales operations, with a particular emphasis on sales planning.

This role demands a combination of strong operational skills, deep analytical abilities, and the capacity to provide strategic support to our sales leadership teams. Your focus will be managing functions crucial to our go-to-market strategy and sales-related initiatives aimed at driving enablement and productivity.

How You Contribute to Our Vision: Key Responsibilities

GTM & Sales Planning

Own the annual and in-year planning calendar with Sales, Finance, and People. Deliver territories, quotas, and comp plans that are ready on day one of the fiscal year.
Build capacity and coverage models that turn bookings/ARR targets into headcount, ramp, and productivity assumptions across field, inside/digital, product-led, and partner motions.
Lead account segmentation, territory design, and account assignment rules. Find where we're over- or under-covered and recommend fixes.
Set and allocate quotas across segments, geographies, and roles, balancing top-down targets against bottom-up opportunity. Own quota-relief and adjustment governance.
Build scenario models that show leaders the tradeoffs among headcount, coverage, quota, productivity, cost of sales, and revenue before they decide.

Sales Compensation Design & Governance

Design role-based incentive plans (pay mix, measures and weights, thresholds, accelerators, caps, SPIFs) that reward the behaviors our strategy depends on, such as new logo, expansion, multi-product, and retention.
Partner with Finance, Total Rewards, and Legal on plan cost modeling, market benchmarking, and approvals. Run the compensation governance committee.
Maintain clear, consistent policies for crediting, splits, territory transfers, windfalls, clawbacks, and exceptions. Resolve disputes fairly and quickly.
Own plan documents, rollout, and field enablement so every seller understands how they're measured and paid.

Compensation Operations

Oversee the full monthly and quarterly commission cycle (crediting, calculation, validation, approval, payout) with high accuracy and on-time delivery.
Own the incentive compensation management (ICM) platform and the data flows among Salesforce, billing, HRIS, and payroll.
Design and maintain controls, documentation, and audit readiness, including SOX compliance and support to Accounting on ASC 340-40 commission capitalization.
Set service levels for seller inquiries and track operational KPIs such as payout accuracy, cycle time, exception volume, and dispute resolution time.

Sales Analytics & Insights

Measure plan and program effectiveness: attainment distribution, pay-for-performance alignment, cost of sales, productivity, ramp time, and seller retention. Turn findings into changes for the next cycle.
Partner with Sales Operations and Finance on forecasting methodology, pipeline coverage, and bookings and capacity inputs to the forecast.
Define and govern core GTM metrics as a single source of truth, and deliver executive reporting for QBRs, board materials, and operating reviews.
Answer ad hoc strategic questions from the CRO and sales leaders with clear, decision-ready analysis.

Systems, Automation & AI

Work with GTM Systems/Business Technology to improve our planning, analytics, and ICM stack (Salesforce, Anaplan, Clari, Tableau, and ICM tooling).
Use automation and AI to speed up territory and quota modeling, catch commission anomalies, and give sellers self-serve visibility into attainment and earnings.

Leadership

Build, lead, and develop a high-performing team of managers and analysts. Set clear goals, operating rhythms, and career paths.
Build alignment across Sales, Finance, People, Marketing, Customer Success, and Product on GTM strategy and process improvements.

What Success Looks Like in Year One

The next fiscal year's territories, quotas, and comp plans are designed, modeled, approved, and communicated before the year starts.
Commission payouts run on a predictable calendar with measurably lower errors, disputes, and manual work.
Leadership has a trusted, regular view of plan effectiveness, capacity, and productivity that it uses to make investment decisions.
A documented governance model (planning calendar, policies, exception process, controls) holds up in audit and scales as we grow.

Minimum Requirements

10+ years of progressive experience in Sales/Revenue Operations, GTM planning, sales compensation, or business strategy and analytics.
5+ years in a B2B SaaS environment, ideally with multiple sales motions (enterprise, commercial, digital/PLG, partner).
Hands-on ownership of territory design, quota setting, and sales compensation plan design; experience running or overseeing commission operations.
4+ years leading and developing teams, including managers or senior individual contributors.
Track record of presenting recommendations and modeling tradeoffs to executive leadership and earning their trust.
Advanced financial modeling and analytical skills; fluency with Salesforce data and comfort with SQL or similar tools.

Preferred Qualifications

Salesforce power user; experience with Anaplan (or similar planning platform), Clari, and Tableau.
Experience administering or implementing an ICM platform (e.g., Xactly, CaptivateIQ, Varicent, Spiff, Anaplan ICM, Pigment).
Working knowledge of SOX controls and ASC 606 / ASC 340-40 as they relate to commissions.
Experience with usage- or consumption-based, multi-product, or hybrid PLG and sales-led models.
Practical experience applying AI and automation to planning, analytics, or compensation workflows.
WorldatWork Certified Sales Compensation Professional (CSCP) or similar credential.

Skills & Attributes

Strategic thinker who is still willing to dig into the details.
Clear, concise communicator in writing and in the room, with the credibility to push back on senior leaders and say no when needed.
Builds a high-performing, metrics-driven, and inclusive team culture.
Strong judgment on fairness and consistency, balancing policy against practical business needs.
Handles ambiguity well and brings structure and repeatable process to complex, cross-functional work.

The base salary range for this position is 147,000 - 246,400 USD. This role may also be eligible for bonus, commission, equity, and/or benefits.

Our base salary ranges are determined by role, level, and location. The range, which is subject to change based on primary work location, reflects the minimum and maximum base salary we expect to pay newly hired employees for the position. Within the range, we determine pay for an individual based on a number of factors including market location, job-related knowledge, skills/competencies and experience.

Your recruiter can share more about the specific offerings for this role, as well as the salary range for your primary work location during the hiring process.

Hesitant to apply?

We encourage you to submit your resume even if you don't meet every requirement. We value potential and consider each candidate's full professional story. Whether you're exploring a career change or taking your next step, we look forward to reviewing your application. If this just isn’t the right role or time - sign up for job alerts!

Where we work

PagerDuty operates a hybrid work model with offices in 8 major cities: Atlanta, Lisbon, London, San Francisco, Santiago, Sydney, Tokyo, and Toronto. While we offer flexibility within our established locations, we cannot employ candidates residing in:

Location restrictions:
Australia: Northern Territory, Queensland, South Australia, Tasmania, Western Australia
Canada: Alberta, Manitoba, Newfoundland, Northwest Territories, Nunavut, PEI, Quebec, Saskatchewan, Yukon
United States: Alaska, Hawaii, Iowa, Louisiana, Mississippi, Nebraska, New Mexico, Oklahoma, Rhode Island, South Dakota, West Virginia, Wyoming
Candidates must reside in an eligible location, which vary by role.

How we work

Our values guide how we support customers, collaborate with colleagues, develop products, and foster a culture of belonging. They define not just our actions, but what it means to be Dutonian.

People Leaders at PagerDuty are responsible for creating high performance environments that drive accountability. PagerDuty has four key dimensions that define our Leadership Impact: Lead Self, Lead the Team, Lead the Business, and Lead the Future. Each dimension has three associated competencies to give leaders a shared language for guiding their development, career, promotion, and succession planning discussions. Our Manager Expectations serve as a practical guide for managers to understand their responsibilities, prioritize their efforts, and drive engagement and performance.

What we offer

As a global organization, our total rewards approach is competitive with industry standards and aligned with local laws and regulations. Learn more, including country-specific offerings, on our benefits site.

Your package may include:

Competitive salary
Comprehensive benefits package
Flexible work arrangements
Company equity*
ESPP (Employee Stock Purchase Program)*
Retirement or pension plan*
Generous paid vacation time
Paid holidays and sick leave
Dutonian Wellness Days & HibernationDuty - companywide paid days off in addition to PTO
Paid parental leave: 22 weeks for pregnant parent, 12 weeks for non-pregnant parent (some countries have longer leave standards and we comply with local laws)*
Paid volunteer time off: 20 hours per year
Company-wide hack weeks
Mental wellness programs

*Eligibility may vary by role, region, and tenure

About PagerDuty

PagerDuty, Inc. (NYSE:PD) is a global leader in digital operations management. The PagerDuty Operations Cloud is an AI-powered platform that empowers business resilience and drives operational efficiency for enterprises. With a generative AI assistant at its core, PagerDuty empowers teams to detect and resolve issues in real time, orchestrate complex workflows, and drive continuous improvement across their digital operations. Trusted by nearly half of both the Fortune 500 and the Forbes AI 50, as well as approximately two-thirds of the Fortune 100, PagerDuty is essential for delivering always-on digital experiences to modern businesses

PagerDuty is Great Place to Work-certified™, a Fortune Best Workplace for Millennials, a Fortune Best Medium Workplace, a Fortune Best Workplace in Technology, and a top rated product on TrustRadius and G2.

Go behind-the-scenes on our careers site and @pagerduty on Instagram.

Additional Information

PagerDuty is an equal opportunity employer. PagerDuty does not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, parental status, veteran status, or disability status. Your privacy is important to us. By submitting an application, you confirm that you have read and understand PagerDuty's Privacy Policy.

PagerDuty is committed to providing reasonable accommodations for qualified individuals with disabilities in our job application process. Should you require accommodation, please email [email protected] and we will work with you to meet your accessibility needs.

PagerDuty uses the E-Verify employment verification program.

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