Compensation Financial Manager - Incentive Design & Governance

At Moody's, we unite the brightest minds to turn today’s risks into tomorrow’s opportunities. We do this by striving to create an inclusive environment where everyone feels welcome to be who they are-with the freedom to exchange ideas, think innovatively, and listen to each other and customers in meaningful ways. 

If you are excited about this opportunity but do not meet every single requirement, please apply! You still may be a great fit for this role or other open roles. We are seeking candidates who model our values: invest in every relationship, lead with curiosity, champion diverse perspectives, turn inputs into actions, and uphold trust through integrity. 

The Compensation Financial Manager - Incentive Design & Governance is a strategic business partner to our global field sales organization, reporting to the Director of Incentive Design & Governance. This role is part of the Incentive Design & Governance team and is responsible for driving the design, development, and assessment of compensation programs that align with Moody’s Analytics’ strategic goals and sales objectives.

The ideal candidate will possess exceptional analytical, communication, and problem-solving skills, with the ability to synthesize complex data into actionable insights for senior leadership. This role requires collaboration across multiple planning horizons and levels of analysis, including presenting findings to the Head of Sales and other senior stakeholders.

The candidate will play a pivotal role in creating compelling presentations and decks that articulate compensation strategy, guiding leadership discussions and decisions. Additionally, this role will leverage technical expertise in Power BI and financial modeling to support key initiatives and optimize data-driven decision-making. Success in this role depends on attention to detail, strategic thinking, and the ability to balance short-term needs with long-term goals.

Key Responsibilities:

• Partner with Sales leadership to shape and implement incentive plans and compensation strategies that align with business objectives.
• Develop and present strategic recommendations to senior leadership, including the Head of Sales, through well-prepared decks and visualizations.
• Conduct detailed financial modeling and forecasting for annual planning cycles, SPIFFs, and other short-term programs.
• Create and maintain Power BI dashboards, optimizing data models and visualizations to provide actionable insights.
• Prepare quarterly and annual analyses of commission rates and sales performance, identifying trends and opportunities for improvement.
• Support the design and implementation of compensation plans, policies, and processes each sales year or as needed in response to organizational changes.
• Collaborate with cross-functional teams to ensure alignment between compensation strategies, sales capacity models, and quota development.
• Provide ad hoc financial analysis and insights to support evolving business needs and leadership priorities.

Qualifications:

• Bachelor’s Degree in Business Administration, Finance, or a related field.
• 5+ years of experience in sales compensation, sales operations, or a finance-related function, with a proven ability to seek out information and provide quality advice.
• Strong ability to work independently and collaboratively in a fast-paced, dynamic environment.
• Excellent analytical and problem-solving skills, with the capacity to manage multiple projects and meet deadlines.
• Proficiency in MS Office, with advanced Excel skills (e.g., XLOOKUP, pivot tables, formulas).
• Experience with Power BI and Salesforce is required

For US-based roles only: the anticipated hiring base salary range for this position is $93,600.00 -  $135,750.00, depending on factors such as experience, education, level, skills, and location. This range is based on a full-time position. In addition to base salary, this role is eligible for incentive compensation. Moody’s also offers a competitive benefits package, including not but limited to medical, dental, vision, parental leave, paid time off, a 401(k) plan with employee and company contribution opportunities, life, disability, and accident insurance, a discounted employee stock purchase plan, and tuition reimbursement.

Moody’s is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, sex, gender, age, religion or creed, national origin, ancestry, citizenship, marital or familial status, sexual orientation, gender identity, gender expression, genetic information, physical or mental disability, military or veteran status, or any other characteristic protected by law. Moody’s also provides reasonable accommodation to qualified individuals with disabilities or based on a sincerely held religious belief in accordance with applicable laws. If you need to inquire about a reasonable accommodation, or need assistance with completing the application process, please email accommodations@moodys.com. This contact information is for accommodation requests only, and cannot be used to inquire about the status of applications.

For San Francisco positions, qualified applicants with criminal histories will be considered for employment consistent with the requirements of the San Francisco Fair Chance Ordinance.

This position may be considered a promotional opportunity, pursuant to the Colorado Equal Pay for Equal Work Act.

Click here to view our full EEO policy statement. Click here for more information on your EEO rights under the law. Click here to view our Pay Transparency Nondiscrimination statement. Click here to view our Notice to New York City Applicants.
Candidates for Moody's Corporation may be asked to disclose securities holdings pursuant to Moody’s Policy for Securities Trading and the requirements of the position. Employment is contingent upon compliance with the Policy, including remediation of positions in those holdings as necessary.

For more information on the Securities Trading Program, please refer to the STP Quick Reference guide on ComplianceNet

Please note: STP categories are assigned by the hiring teams and are subject to change over the course of an employee’s tenure with Moody’s.