Greif offers a great working environment and the opportunity to make an immediate impact at a company where your ideas are always welcome.
Job Requisition #:
031367 Manager, Sales Compensation Administration and ICM System (Open)
Job Description:
Greif is a leading supplier of industrial packaging products and services, growing from its beginnings in Cleveland, Ohio, to a global footprint across more than 35 countries and 200-plus locations.
Our Vision
Be the best performing customer service company in the world.
Our Purpose
We create packaging solutions for life’s essentials.
Role overview
As part of Greif’s global transformation to streamline and align its sales compensation programs with strategic growth initiatives, this role will lead the centralized administration of global sales incentive plans and manage the deployment and operation of the enterprise-wide Incentive Compensation Management (ICM) system. The role will coordinate across Sales Operations, Finance, HR and Commercial Leadership to drive execution excellence and performance transparency. This role will also collaborate with Total Rewards on plan governance and global sales compensation design, ensuring alignment with pay equity standards, local labor compliance, and best practices in compensation effectiveness.
Key Responsibilities
Sales Compensation Administration
1. Lead centralized administration of incentive plans for in-scope global sales roles (inside sales, outside sales, and L1 managers).
2. Ensure accurate, timely incentive calculations, validations, and quarterly payouts.
3. Manage end-to-end quota setting, crediting logic, and seller eligibility aligned to role archetypes and business units.
4. Support plan rollout and change management, including documentation, FAQs, and seller communication.
ICM System Management
5. Serve as the business owner of Greif’s ICM platform and champion automation of compensation processes.
6. Oversee system enhancements, data integration with core systems (, Workday, G-Link), and user access governance.
7. Drive implementation of seller dashboards, audit workflows, and reporting infrastructure.
8. Partner with IT and ICM vendors to ensure platform scalability and business continuity.
Governance and Design Partnership
9. Collaborate with Total Rewards to define governance protocols for plan updates, exception handling, dispute resolution, and policy enforcement.
10. Partner on the development and evaluation of sales compensation plan design aligned with Greif’s strategic sales goals and job architecture.
11. Partner with HR & Total Rewards on regional compliance (, Workers Council approvals) and consistency across geographies.
Cross-Functional Coordination
12. Align with Finance on incentive accruals, forecasting, and ROI tracking.
13. Work with Sales Leadership and Sales Ops to align plans with pipeline objectives and margin-based selling strategies.
14. Act as the conduit between data, process owners, and leadership teams for compensation-related initiatives.
Performance Reporting and Insights
15. Deliver performance dashboards, payout modeling, and analytics tied to key plan metrics such as Contribution Margin $, Margin Rate %, and New Customer CM $.
16. Monitor plan effectiveness, support audit readiness, and ensure transparency with sellers and stakeholders.
17. Support compensation redesign through data-backed insights and feedback loops.
Required Qualifications
18. Bachelor’s degree in Business, HR, Finance, or related field; Master’s preferred.
19. 6+ years of experience in sales compensation, with 3+ years managing ICM systems and pay administration.
20. Demonstrated experience working across matrixed teams, including HR/Total Rewards and commercial functions.
21. Proficiency with ICM systems (, SAP Commissions, Varicent), Excel, and data reporting tools (Power BI).
22. Experience navigating global organizations and managing plan compliance across multiple regions.
Preferred Attributes
23. Background in industrial manufacturing or global B2B sales environments.
24. Familiarity with modern sales comp structures (, pay-at-risk, CM-based incentives).
25. Strong project management and change leadership skills.
26. Experience supporting compensation transformation and global harmonization initiatives.
EEO Statement: