Senior Compensation Analyst
HarveySalary not specified
Not SpecifiedCompensation
Mid-level (3 to 4 years)Experience Level
Full TimeJob Type
UnknownVisa
Education Technology, EdTechIndustries
Requirements
- Quantitative, detail-oriented SalesOps analyst with hands-on experience building compensation models and quota models
- Ability to build rigorous models, explain trade-offs to leaders, and execute operationally for smooth compensation and headcount programs
- Embrace automation and constant use of AI tools to improve efficiency, reduce manual work, and accelerate analysis
- Curious, organized, and comfortable working across People, Finance, Sales Leadership, and Analytics teams
- 3+ years experience in Sales Operations, Sales Compensation, Revenue Operations, or Finance in a SaaS or high-growth environment
- Hands-on experience building and maintaining compensation models and quota models (commissions, accelerators, quota/PTO impacts)
- Advanced Google Sheets / Excel skills (scenario modeling, pivot tables, complex formulas)
- SQL fluency and experience with Salesforce (opps, territories)
- Strong written/verbal communication and experience producing executive-ready decks
- Proven attention to detail and a control-minded approach to payouts and comp changes
- Comfortable adopting and using AI tools to accelerate analysis, automation, or content generation
Responsibilities
- Compensation design & administration — build, test, and maintain compensation plan models (OTE, base/variable split, accelerators, SPIFs); run commission calculations, audits, and payout validations
- Quota & floor design — develop quota-setting methodology and quota floors by segment/role/location; run quota scenario modeling and sensitivity analysis; lead quota calibration exercises
- Headcount planning & forecasting — maintain rolling headcount models by role/team and produce hiring models tied to AOP targets
- Annual planning support — drive the people and comp assumptions for annual planning; translate targets into quota, ramp, and comp implications and produce what-if analyses
- Monthly performance & forecasting cadence (MPE) — own month-end reporting (attainment, forecast vs. actuals) and recommend corrective actions
- Promotions & special programs — assess promotion impacts on pay and quotas; design SPIFs/short-term incentives and measure program effectiveness
- Comp reporting & governance — own recurring comp reporting, ad-hoc analyses, and audit controls; document runbooks and change-management processes
- Systems & automation — partner with Systems/IT to maintain Salesforce and comp tooling, automate repetitive tasks, and improve data flows
- AI-enabled productivity — apply AI tools (LLMs, automation scripts, no-code/low-code tools) to speed model building, automate reporting, draft executive summaries, and improve accuracy
- Cross-functional partnership — translate technical models into clear recommendations and build trusted relationships with Revenue leaders, Finance, People/HR, and Recruiting
- Executive communication – Present directly with the CEO and executive team
Skills
Sales Operations
Compensation Modeling
Quota Modeling
Commission Calculations
Scenario Modeling
Sensitivity Analysis
Quota Calibration
Headcount Planning
Automation
AI Tools
Brightwheel
Childcare management software for preschools
About Brightwheel
Brightwheel provides childcare management software specifically designed for preschools and childcare centers. The platform simplifies various administrative tasks such as sign-in and sign-out procedures, billing, and communication with families, allowing educators and staff to save time each month. Users have reported that 90% of preschools using Brightwheel experience an increase in timely payments, while 95% of administrators and staff note improved communication with families. Brightwheel operates on a subscription-based model, where childcare centers pay a regular fee to access the software. Its user-friendly interface and strong customer service set it apart from competitors, making it a top choice in the educational technology market. The goal of Brightwheel is to enhance the efficiency of childcare management and foster better relationships between centers and families.
San Francisco, CaliforniaHeadquarters
2010Year Founded
$86.4MTotal Funding
SERIES_CCompany Stage
Consumer Software, EducationIndustries
201-500Employees
Benefits
Competitive base salary
Equity
Premium medical, dental, & vision coverage
Paid parental leave
Flexible PTO policy
Wellness & productivity stipend
Learning & development stipend
Risks
Increased competition from AI-powered tools like Clay could challenge Brightwheel's market position.
Integration challenges from acquiring Experience Early Learning may disrupt service quality.
Rapid valuation increase to $600 million may attract scrutiny and pressure for growth.
Differentiation
Brightwheel offers an all-in-one platform for childcare management and communication.
The platform is highly rated, earning the title of #1 childcare software.
Brightwheel's integration with QuickBooks enhances financial monitoring for childcare centers.
Upsides
Brightwheel's acquisition of Experience Early Learning expands its educational offerings.
The $55M Series C funding round boosts Brightwheel's growth potential and market reach.
Brightwheel's platform improves timely payments and communication for 90% of its users.
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