Director, Sales Operations

The Director, Sales Operations will report to the Global VP of Sales Operations and is responsible for supporting the Ping Identity global sales organization. The primary role of this position is threefold:

The primary components of this role are:

1. Sales Compensation Design & Operations: Own end-to-end sales compensation plan design and alignment to company GTM strategy, including quota and target setting, SPIF design and administration, and commission cost modeling. Develop pre-plan scenario analyses and monitor actuals vs. model to ensure comp plans effectively incentivize desired seller behaviors. Partner with Finance, HR, and Sales Leadership to ensure plan structures support strategic priorities including new logo acquisition, platform expansion, and SaaS conversion.
2. Sales Capacity Planning & Productivity Modeling: Own and maintain the company's sales capacity model encompassing headcount tracking, hiring and attrition forecasting, and productivity. Develop and maintain the Quota Allocation Model, including ramp quota structures across a multi-year tenure model. Analyze actuals and trends vs. plan to surface risks and opportunities, and deliver data-driven headcount and productivity recommendations to the CRO and Finance.
3. Coverage Model & Market Segmentation: Design and optimize the company's sales coverage model, including market segmentation methodology, account prioritization frameworks, and territory design. Develop and refine account and territory scoring models using propensity-to-buy and potential spend signals to ensure equitable, strategically optimized territory assignments across Strategic and Enterprise segments globally.

Sales Ops AI Center of Excellence: Lead the Sales Operations AI Center of Excellence, driving AI adoption and enablement across the team. Facilitate a recurring cadence of team sessions to share use cases, best practices, and emerging capabilities. Develop and maintain a strategic roadmap for how Sales and GTM teams can leverage AI tools to improve productivity, decision-making, and operational efficiency.

1. People Leadership: Hire, develop, and mentor direct report(s), fostering a high-performance culture of analytical rigor, ownership, and continuous professional growth within the Sales Operations team.

Success in the role requires a strong analytical mindset, a team player approach, the ability to work across departments with disparate needs, and the credibility to deliver data-backed recommendations to executive leadership and the Board. The ideal candidate operates with a bias toward action in a fast-paced, PE-backed environment where efficiency, margin discipline, and ROI are paramount.

• Design, model, and operationalize global sales compensation plans aligned to company GTM strategy, including base comp plans, accelerators, kickers, and SPIFs.
• Own quota and target setting processes, incorporating ramp structures, cohort-based productivity assumptions, and attainment planning.
• Develop commission cost models (pre-plan scenario analysis and ongoing actuals vs. plan) and present findings to Finance and Sales Leadership.
• Own and maintain the sales capacity model, including detailed AE headcount tracking, forecasting of start dates and terminations, and attrition analysis.
• Build and maintain productivity models segmented by GEO, role type, and tenure cohort.
• Lead segmentation methodology design — defining how the market is sliced into addressable segments by geography, tier, and vertical.
• Develop and refine account scoring models and territory balancing frameworks to support field leadership in territory assignment.
• Prepare executive and Board-level summaries, reports, and presentations that provide concise analysis of sales performance, productivity, bookings, pipeline, and coverage.
• Partner with key departments such as Finance, HR, Business Applications, and Marketing to ensure cross-functional alignment on compensation, headcount, and coverage model decisions.
• Manage the compensation exception and dispute resolution process in partnership with HR and Sales Leadership.
• Support ad hoc analysis for the CRO, VP of Sales, and Finance as needed.
• Leverage AI, automation, and advanced analytics to drive continuous improvement in sales operations processes, reporting, and decision-making.
• Responsible for leading a team by hiring, developing talent to cultivate a high-performance culture.

• 10+ years of expertise in Sales Operations, Revenue Operations, or Finance Operations, operating at a senior level within enterprise B2B SaaS or software companies. Experience in PE-backed or post-merger environments is a strong plus.
• Deep hands-on experience with sales compensation plan design, quota modeling, and capacity planning in a subscription/ARR-based revenue model. Demonstrated ability to build and maintain capacity models, headcount forecasts, and productivity benchmarks across multiple geographies and segments.
• Proficiency with Salesforce.com, planning tools (e.g., Anaplan), commission platforms (e.g., Xactly), BI tools (e.g., Tableau), and advanced Google Workspace or Microsoft Office for modeling, analysis, and executive reporting.
• Strong analytical skills with the ability to analyze complex data sets and translate findings into actionable insights, territory and coverage model designs, and executive-ready presentations for leadership and Board-level stakeholders.
• Comfortable engaging cross-functionally with Finance, HR, Marketing, and executive management. Able to present data-backed recommendations with clear tradeoffs and scenario analysis.
• A self-directed team player who thrives in a fast-paced environment with competing priorities. Able to manage and develop direct reports while coordinating inputs from multiple stakeholders and driving projects to on-time delivery.
• Creativity and sound judgment, with a bias toward action and continuous improvement. Brings initiative and adaptability while operating with the efficiency and margin discipline expected in a PE-backed company.

Base Hiring Range:  $156,918 - $256,000 

In accordance with Colorado’s Equal Pay for Equal Work Act (SB 19-085) the approximate compensation range for this role in Colorado is listed above. Final compensation for this role will be determined by various factors, such as knowledge, skills, and abilities.