Director, Sales and Incentive Compensation

Job Posting:

Since 1953, Ferguson has been a source of quality supplies for a variety of industries. Together We Build Better infrastructure, better homes and better businesses. We exist to make our customers’ complex projects simple, successful, and sustainable. We proactively solve problems, adapt and grow to continuously serve our customers, communities and each other. Ferguson, a Fortune 500 company, is proud to provide best-in-class products, service and capabilities across the following industries: Commercial/Mechanical, Facilities Supply, Fire and Fabrication, HVAC, Industrial, Residential Trade, Residential Building and Remodel, Waterworks and Residential Digital Commerce. Ferguson has approximately 36,000 associates across 1,700 locations. Ferguson is a community of proud associates who operate with the shared purpose of building something meaningful. You will build a career that you are proud of, at a company you can believe in.

The Director, Sales and Incentive Compensation will lead incentive plan design and strategy enterprise wide. The focus of this role is on the company’s 36,000 employees across the United States. This position reports into the Vice President, Total Rewards.

Ideally, this person will come from a fast-paced environment with a strategic mentality and an orientation toward data and analytics. This person should be comfortable working across a collaborative HR team with deep knowledge of sales compensation and incentives.

Location:

While this role is open to remote candidates across the U.S., our strong preference is for someone who can work Hybrid out of our Newport News, VA Headquarters. For the ideal candidate, we are open to a fully remote arrangement, provided they are able to work Eastern Time Zone hours as needed/required.

Responsibilities:

• Lead the sales and incentive compensation design process including working with leaders to understand strategic business goals, assessing the success of current incentives, proposing new incentive designs, securing final decisions and approvals, and communicating new incentives to leaders and employees.

• Design sales and incentive plans that drive the sales behaviors that will drive expected results; model and test plans to ensure profitability and desired results; offer creativity and standard processes.

• Advise as an incentive compensation authority offering technical advice that influences business strategy and results.

• Partner with HR Operations to ensure programs can be operationalized and coordinated within the organization’s incentive and human resource management systems.

• Partner with key collaborators to evaluate and ensure efficiency of compensation programs as they relate to the goals of the company and propose improvements/adjustments as needed.

• Lead the Sales Enablement Steering Committee, helping the leaders to handle priorities and determine where changes or adjustments and additions need to be made.

• Gain and maintain an understanding of the marketplace the company operates within to ensure competitiveness of sales compensation and the ability to attract and retain top talent.

• Deliver clear and consistent communications to key collaborators.

• Build relationships with the external compensation community including consultants, service providers, shareholder advocates, and business professionals.

Qualifications:

• Bachelor's degree in human resource management, business, finance, economics, or related fields required. An MS or MBA degree is desirable.

• 5+ years of proven sales incentive design experience.

• Experience consulting on compensation strategy, competitive pay evaluation, pay/performance links, incentive program design, mergers and acquisitions, etc.

• Knowledge of current market trends and practices.

• Proven track record of implementing creative compensation programs that align the broader employee population and senior management with shareholder value and drive achievement of strategic objectives.

• History of successful interaction and influence with all levels of partners.

• Excellent analytical and financial skills, including reduction in cost/risk and optimizing vendor structures/management.

• Strong business insight to include financial modeling and budgeting.

• Demonstrated ability to anticipate future trends/consequences and build innovative approaches; bring a new perspective but also have deep compensation experience in a customer-facing environment.

• Success in crafting and articulating ideas and plans to both management and peers in the context of business priorities and needs.

• Proven foundation in compensation theories and practices.

• Able to evaluate, design, and recommend compensation programs based on market assessment and business strategy.

• Strong problem-solving capabilities, including the ability to clearly define problems, collect data (primary and secondary), establish facts, draw valid conclusions, and influence others to implement recommendations.

• Strong communication skills including conflict resolution, team management, and presentations.

• Authentic individual with outstanding integrity whose personal and professional values are consistent with our mission, vision, and leadership framework.

• A confident and well-prepared leader who thrives in a fast-paced, evolving environment as a leader inspiring change and transformation; knows how to keep messages tuned to right levels, whether with executives or more junior coworkers.

• Self-motivated; takes initiative to do further analysis when deeper insights can be achieved.

• Strength in providing leadership, engendering drive and team collaboration; able to articulate clear and relevant goals and focus people’s efforts to deliver results.

• Collaborative facilitator who develops relationships and loyalty with their colleagues across all business functions and levels.

• Highly innovative and creative yet creates processes that can move an organization forward.

• Forward-thinking individual with shown ability to combine reasoning, creativity, and judgment.

• Able to handle sophisticated matters with multiple initiatives going on simultaneously.

• Contribute to an atmosphere in which people work together, enthusiastically and effectively, in producing outstanding results.

At Ferguson, we care for each other. We value our well-being just as much as our hard work. We are committed to a holistic approach towards benefits plans and programs that support the mental, physical and financial well-being of our associates. Our competitive offering not only includes benefits like health, dental, vision, paid time off, life insurance and a 401(k) with a company match, but our associates also enjoy additional meaningful and inclusive enhancements that are adaptable to their diverse situations and needs, including mental health coverage, gender affirming and family building benefits, paid parental leave, associate discounts, community involvement opportunities and more!

#LI-Remote

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Pay Range:

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Actual pay rate may vary depending upon location. The estimated pay range for this position is below. The specific rate will depend on a candidate’s qualifications and prior experience.

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Estimated Ranges displayed are Monthly for Salaried roles OR Hourly for all other roles.

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This role is Bonus or Incentive Plan eligible.

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Ferguson complies with all wage regulations. The starting wage may be higher in certain locations based on local or state wage requirements.

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The Company is an equal opportunity employer as well as a government contractor that shall abide by the requirements of 41 CFR 60-300.5(a), which prohibits discrimination against qualified protected Veterans and the requirements of 41 CFR 60-741.5(A), which prohibits discrimination against qualified individuals on the basis of disability.

Ferguson Enterprises, LLC. is an equal employment employer F/M/Disability/Vet/Sexual Orientation/Gender Identity.

Equal Employment Opportunity and Reasonable Accommodation Information