Senior Manager, Sales Compensation

Salary range is: $119,030.52 - $160,000.00 This position is bonus and/or commission eligible. CCC Intelligent Solutions Inc. (CCC) is a leading cloud platform for the multi-trillion-dollar insurance economy , creating intelligent experiences for insurers, repairers, automakers, part suppliers, and more. At CCC, we’re making life just work by empowering more than 35,000 businesses with industry-leading technology to get drivers back on the road and to health quickly and seamlessly. We’re pushing boundaries with innovative AI solutions that simplify and enhance the claims and repair journey. Through purposeful innovation and the strength of its connections, CCC technologies empower the people and industry relied upon to keep lives moving forward when it matters most. Learn more about CCC at www.cccis.com . The Role We are seeking a Senior Manager, Sales Compensation to be a thought leader and provide subject matter expertise for sales incentive programs across three business lines/verticals. This role will act as the main point of contact within HR for all things sales compensation and will partner closely with Finance, Revenue Operations, and Sales Leadership to lead incentive plan design and annual plan refreshes, administer transition rules and payouts, support quota-setting processes (without owning quota setting), enable reporting and analysis, and ensure plans are distributed, tracked, and communicated effectively. The role also collaborates with Total Rewards/Compensation partners to ensure sales compensation programs align with enterprise-wide compensation strategy, governance, and pay philosophy. Key Responsibilities: Plan design thought leader: Act as thought leader for ongoing incentive plan design (measures, weights, mechanics, thresholds/accelerators, crediting and eligibility); works with Sales Leadership, Finance, and Revenue Operations to ensure close ties to business strategy and dynamics, while maintaining market competitiveness. Leads initiatives covering core plan design, as well as SPIFF and ad-hoc incentive programs, as needed. Enterprise alignment: Partner with Total Rewards/Compensation peers to ensure sales compensation programs fit within broader enterprise-wide compensation strategy, support pay transparency, pay philosophy, job architecture, and compliance requirements. Annual plan refresh: Lead the annual effort to update/refresh sales incentive plans, including drafting plan terms, coordinating stakeholder reviews and approvals, and managing plan timelines and deliverables. Implements strategies and targets plan design to ensure plans remain competitive and in line with both internal business and external market dynamics. Incentive plan administration and governance: Lead day-to-day HR administration of sales incentive plans, ensuring consistent application of plan rules, eligibility, and governance across business lines. Cost visibility and forecasting support: Partner closely with Finance to conduct incentive plan modeling and cost forecasting to assess financial impact of plan design changes, quota scenarios, and organizational shifts. Cross-functional coordination: Act as the primary HR sales compensation partner across three business lines/verticals, aligning priorities, calendars, and execution across stakeholder groups. Quota-setting support: Provide input, data, and process support to Revenue Operations for quota setting (does not lead quota setting). Transition rules: In partnership with Revenue Operations, design, document, and administer transition rules (e.g., role changes, territory changes, acquisitions/reorgs, mid-year plan changes), ensuring clarity and auditability. Payout administration: Support regular incentive calculation processes, manage exception handling, and partner with Payroll/Finance to enable accurate, timely payouts. May participate in validation of results. Plan distribution, tracking, and communications: Coordinate plan document distribution, acceptance/acknowledgement, version control, and tracking to maintain strong controls and clear audit trails. Leads communications efforts and presentations to salesforce during new plan year rollout. Tools and technology enablement: Acts as thought leader and provides input related to sales compensation technology and communications tools (e.g., incentive compensation management platforms, technology integrations, dashboards, intranet/enablement resources) to improve transparency, scalability, and user experience. Assesses and recommends enhancements of existing tools and serves as subject matter expert in the assessment of new tools, as needed. Documentation and controls: Maintain clear documentation of plan terms, processes, assumptions, and approvals; support internal/external audit requests and continuous improvement of controls. Reporting and analytics: As needed, develop and deliver recurring and ad hoc reporting on attainment, payout, plan performance, and trend insights for Sales Leadership, Finance, and Revenue Operations. Continuous process improvement: Identify inefficiencies, manual workarounds, and risk points in current sales compensation processes; lead redesigns to improve cycle time, accuracy, and scalability. Key Partnerships Sales Leadership: Align on plan strategy, measures, and operational needs; provide insights on plan performance and field feedback. Finance: Ensure plan economics, accruals, and payout funding align to targets; support forecasting and variance analysis. Revenue Operations: Coordinate on crediting, reporting definitions, data flows, and quota/territory processes. Payroll: Support accurate payout execution, eligibility changes, and employee lifecycle transactions that impact incentives. Total Rewards/Compensation: Ensure incentives align to enterprise compensation strategy, governance, compliance, and broader pay programs. Sales Enablement/Communications: Improve plan communications, guidance materials, FAQs, and change mana