Senior Sales Compensation Analyst
CHS Inc., Inver Grove Heights, MN, United States
CHS Inc. is a leading global agribusiness owned by farmers, ranchers and cooperatives across the United States that provides grain, food and energy resources to businesses and consumers around the world. We serve agriculture customers and consumers across the United States and around the world. Most of our employees are in the United States, but today we have employees in 19 countries. At CHS, we are creating connections to empower agriculture.
Summary CHS is seeking a Senior Sales Compensation Analyst
as part of our sales operations team. This role is responsible for designing and administering sales incentive programs that drive desired sales behaviors while ensuring accuracy, compliance, and scalability. This role partners closely with Sales, Finance, HR, Sales Operations, IT, and Legal to deliver incentive plans that align with company strategy, financial objectives, and market best practices.
This is a highly analytical, cross‑functional role requiring strong business acumen, advanced data skills, and the ability to translate complex logics into clear, actionable insights for stakeholders and sales leadership.
This position works a hybrid schedule in our global corporate office in Inver Grove Heights, MN.
Responsibilities Sales Incentive Plan Design & Administration
Design, model, and administer sales incentive plans aligned to business strategy, drive sales target attainment and motivate sales teams
Support annual and quarterly sales performance reviews, including modeling plan changes, assessing financial impact, and recommending improvements
Partner with Sales, Finance, HR, Legal, and Compensation teams to ensure incentive plans are competitive, equitable, compliant, and operationally feasible
Own end‑to‑end incentive calculations, including calendars, data validations, reconciliations, audits, and on time payouts
Identify, investigate, and resolve discrepancies and disputes in partnership with Finance, HR, Payroll, and Sales Operations
Maintain detailed plan documentation, payout logic, eligibility rules, and audit trails to support internal audit and controls
Annual review of the Sales Incentive Plan documents and the overall socialization of the plan and the required materials
Collaborate with key stakeholders to ensure sales incentive plans are not designed in isolation
Quota‑Setting & Sales Performance Management
Support and administer annual and ongoing quota‑setting processes, including adjustments, exceptions, and territory changes
Analyze sales performance, attainment, payouts, and incentive effectiveness to identify trends, risks, and opportunities
Support in developing and delivering executive‑level reports, dashboards, and actionable insights on plan performance
Analyze sales performance data and incentive plan effectiveness to identify areas for improvement
Provide data‑driven recommendations to enhance the incentive program's impact on sales performance
Data Governance and Process Improvement
Understanding of data governance principles and able to work with large complex data sets
Drive continuous improvement of the workflows, data quality, automation, and governance processes
Contribute to the development and implementation of bridge solution(s) while decisions are made related to sales performance management system
Partner with IT, Data team and Sales Operations teams to digitize Incentive Plan administration processes
In future state, partner with IT, HR and sales leadership in the system design and selection of a sales performance management system, define requirements and contribute to the implementation of Incentive Compensation system
Incentive Plan enablement & Communication
Serve as a trusted advisor to sales leaders and managers on plan mechanics, calculations, and payout implications
Develop training materials, communications, and documentation to explain compensation plans clearly and consistently
The role and its team serve as the primary point for educating sales managers and leaders on the mechanics of sales incentive plans so they understand and can effectively communicate plan mechanics to their front‑line sales teams
Answer questions regarding incentive plan details, eligibility, and payout mechanics
Administer and support the plan dispute and resolution process and ensure sales leaders, managers and sellers feel supported
Minimum Qualifications (required)
High School diploma or GED
4+ years of experience in sales compensation, sales operations, finance, or related role
Additional Qualifications
Bachelor’s degree in Business Administration, Finance, Economics, Mathematics, or a related field
3+ years of experience managing large datasets, performing analytics, scenario modeling, and translating data into actionable business insights
Advanced proficiency in Microsoft Excel (advanced formulas, functions, pivot tables, VLOOKUPs); experience with Power BI and other BI/dashboarding tools preferred
Strong understanding of sales compensation principles, quota methodologies, incentive best practices, and experience with sales incentive technology platforms
Proven ability to partner cross-functionally and communicate effectively with stakeholders at all levels, including translating complex data into clear, non-technical insights
Self‑starter with strong problem‑solving skills, attention to detail, and a high level of accuracy in data management
Collaborative team player with excellent written, verbal, and interpersonal communication skills. Knowledge of agriculture and energy markets and sales processes preferred
Pre‑employment screening is based on the job requirements and industry guidelines and may or may not be required for the position. If required, selected candidates must pass pre‑employment screenings to include all or a combination of drug, criminal, motor vehicle check, physical requirements and FMSCA Clearinghouse.
CHS offers a competitive total rewards package. Compensation includes base wage and, depending upon position, may include other earnings such as bonus, incentives and commissions. Actual pay offered will vary based on multiple factors including, without limitation, experience, education, training, specialized skills and certifications, minimum wage/salary requirements under local law.
Benefits include medical, dental, vision, wellness programs, life insurance, health and dependent care spending accounts, paid time off, 401(k), pension, profit sharing, short‑ and long‑term disability, tuition reimbursement and adoption assistance, subject to the eligibility requirements for each benefit plan.
CHS is an Equal Opportunity Employer / Veterans / Disability.
Please note that any communication from a CHS recruiter would be sent using a chsinc.com email address. In addition, a CHS recruiter will not ask for confidential information over the phone or in an email, or request money from a candidate involved in an offer process. If you have questions regarding an employment opportunity, please reach out to chscareers@chsinc.com to verify that the communication is from CHS.
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Summary CHS is seeking a Senior Sales Compensation Analyst
as part of our sales operations team. This role is responsible for designing and administering sales incentive programs that drive desired sales behaviors while ensuring accuracy, compliance, and scalability. This role partners closely with Sales, Finance, HR, Sales Operations, IT, and Legal to deliver incentive plans that align with company strategy, financial objectives, and market best practices.
This is a highly analytical, cross‑functional role requiring strong business acumen, advanced data skills, and the ability to translate complex logics into clear, actionable insights for stakeholders and sales leadership.
This position works a hybrid schedule in our global corporate office in Inver Grove Heights, MN.
Responsibilities Sales Incentive Plan Design & Administration
Design, model, and administer sales incentive plans aligned to business strategy, drive sales target attainment and motivate sales teams
Support annual and quarterly sales performance reviews, including modeling plan changes, assessing financial impact, and recommending improvements
Partner with Sales, Finance, HR, Legal, and Compensation teams to ensure incentive plans are competitive, equitable, compliant, and operationally feasible
Own end‑to‑end incentive calculations, including calendars, data validations, reconciliations, audits, and on time payouts
Identify, investigate, and resolve discrepancies and disputes in partnership with Finance, HR, Payroll, and Sales Operations
Maintain detailed plan documentation, payout logic, eligibility rules, and audit trails to support internal audit and controls
Annual review of the Sales Incentive Plan documents and the overall socialization of the plan and the required materials
Collaborate with key stakeholders to ensure sales incentive plans are not designed in isolation
Quota‑Setting & Sales Performance Management
Support and administer annual and ongoing quota‑setting processes, including adjustments, exceptions, and territory changes
Analyze sales performance, attainment, payouts, and incentive effectiveness to identify trends, risks, and opportunities
Support in developing and delivering executive‑level reports, dashboards, and actionable insights on plan performance
Analyze sales performance data and incentive plan effectiveness to identify areas for improvement
Provide data‑driven recommendations to enhance the incentive program's impact on sales performance
Data Governance and Process Improvement
Understanding of data governance principles and able to work with large complex data sets
Drive continuous improvement of the workflows, data quality, automation, and governance processes
Contribute to the development and implementation of bridge solution(s) while decisions are made related to sales performance management system
Partner with IT, Data team and Sales Operations teams to digitize Incentive Plan administration processes
In future state, partner with IT, HR and sales leadership in the system design and selection of a sales performance management system, define requirements and contribute to the implementation of Incentive Compensation system
Incentive Plan enablement & Communication
Serve as a trusted advisor to sales leaders and managers on plan mechanics, calculations, and payout implications
Develop training materials, communications, and documentation to explain compensation plans clearly and consistently
The role and its team serve as the primary point for educating sales managers and leaders on the mechanics of sales incentive plans so they understand and can effectively communicate plan mechanics to their front‑line sales teams
Answer questions regarding incentive plan details, eligibility, and payout mechanics
Administer and support the plan dispute and resolution process and ensure sales leaders, managers and sellers feel supported
Minimum Qualifications (required)
High School diploma or GED
4+ years of experience in sales compensation, sales operations, finance, or related role
Additional Qualifications
Bachelor’s degree in Business Administration, Finance, Economics, Mathematics, or a related field
3+ years of experience managing large datasets, performing analytics, scenario modeling, and translating data into actionable business insights
Advanced proficiency in Microsoft Excel (advanced formulas, functions, pivot tables, VLOOKUPs); experience with Power BI and other BI/dashboarding tools preferred
Strong understanding of sales compensation principles, quota methodologies, incentive best practices, and experience with sales incentive technology platforms
Proven ability to partner cross-functionally and communicate effectively with stakeholders at all levels, including translating complex data into clear, non-technical insights
Self‑starter with strong problem‑solving skills, attention to detail, and a high level of accuracy in data management
Collaborative team player with excellent written, verbal, and interpersonal communication skills. Knowledge of agriculture and energy markets and sales processes preferred
Pre‑employment screening is based on the job requirements and industry guidelines and may or may not be required for the position. If required, selected candidates must pass pre‑employment screenings to include all or a combination of drug, criminal, motor vehicle check, physical requirements and FMSCA Clearinghouse.
CHS offers a competitive total rewards package. Compensation includes base wage and, depending upon position, may include other earnings such as bonus, incentives and commissions. Actual pay offered will vary based on multiple factors including, without limitation, experience, education, training, specialized skills and certifications, minimum wage/salary requirements under local law.
Benefits include medical, dental, vision, wellness programs, life insurance, health and dependent care spending accounts, paid time off, 401(k), pension, profit sharing, short‑ and long‑term disability, tuition reimbursement and adoption assistance, subject to the eligibility requirements for each benefit plan.
CHS is an Equal Opportunity Employer / Veterans / Disability.
Please note that any communication from a CHS recruiter would be sent using a chsinc.com email address. In addition, a CHS recruiter will not ask for confidential information over the phone or in an email, or request money from a candidate involved in an offer process. If you have questions regarding an employment opportunity, please reach out to chscareers@chsinc.com to verify that the communication is from CHS.
#J-18808-Ljbffr