Incentive Compensation IC IT Lead

Job Description

Incentive Compensation (IC) IT Lead

People Manager / Team Lead over IC Technical Analysts; Business–IT Delivery Owner

Role Summary

The IC IT Lead owns end‑to‑end delivery for Incentive Compensation—spanning day‑to‑day incident response, continuous enhancements, and strategic projects. This leader manages technical analyst resources, orchestrates business–IT coordination, sets work standards and rhythms, reports status, surfaces risks early, and shapes a long‑term roadmap. The ideal candidate is a clear communicator, a structured operator, and a curious ‘think tank’ who takes ownership, asks better questions, and drives outcomes.

Team Composition & Operating Model

• Build a team composed of technical analysts with strong functional understanding of Incentive Compensation to interact effectively with business stakeholders.
• Ensure analysts can translate business requirements into technical designs, configurations, and integrations.
• Establish work management practices (intake, triage, prioritization, Kanban/Scrum), capacity planning, and on‑call rotations for incident coverage.
  
  

People Leadership & Team Management

• Lead and mentor an IC technical analyst team; define role expectations, skill matrices, and development plans.
• Set quality bars for configuration, test cases, and documentation.
• Coach the team to balance technical depth with business communication and stakeholder empathy.
  
  

Delivery Ownership: Incidents, Enhancements, Projects

• Incidents: Run ITIL‑aligned incident management—rapid triage, root cause analysis, business communications, and post‑incident reviews.
• Enhancements: Operate a backlog—assess value, size work, schedule sprints/releases, and ensure regression‑safe delivery.
• Projects: Lead cross‑functional program delivery (scope, plan, RAID logs, timelines, stakeholder alignment, change management).
  
  

Platform & Process Governance

• Oversee Oracle Fusion Incentive Compensation configurations and related tooling; ensure standards, controls, and audit readiness.
• Govern critical IC objects and flows (participants/roles, comp plans/measures, transaction crediting, payment runs, attainment reporting, and data integrations with Payables—preferably Oracle EBS).
• Own environment strategy (dev/test/prod), release management, and regression testing frameworks.
  
  

Stakeholder Engagement & Communication

• Serve as the single accountable owner for business partners (Sales Ops, Finance/Payables, HR Comp) and IT (ERP, CPQ, Data/Integration).
• Run executive‑ready status communications: dashboards, weekly readouts, risk/issue escalation, and decision logs.
• Translate complex IC topics into crisp narratives for leaders and end users; lead training and adoption plans.
  
  

Strategy & Continuous Improvement

• Define the IC roadmap (near‑term stability, medium‑term capability, long‑term modernization).
• Benchmark processes and KPIs (accuracy, timeliness, cost‑to‑serve); drive automation and simplification.
• Foster a culture of curiosity—hypothesis testing, metrics‑driven experiments, and proactive risk identification.
  
  

Qualifications

• 5–7 years in Incentive Compensation/SPM delivery with 3–5; years leading teams or programs.
• Hands‑on fluency guiding technical analysts across Oracle Fusion Incentive Compensation configurations (participants/roles, comp plans/measures, transaction crediting, payment processing, attainment reporting) and integrations with Payables/ERP (preferably Oracle EBS).
• Strong technical skills: SQL/PLSQL, OTBI/BI Publisher reporting, data modeling, ETL/pipelines, and integration patterns (OIC/ODI, REST/SOAP).
• Experience with job scheduling/monitoring.
• Strong work management skills: backlog operations, release planning, RAID discipline, and executive‑level status reporting.
• Excellent written/verbal communication—able to translate between business requirements and technical solutions.
• Ownership mindset—acts with urgency, closes loops, and raises the bar.
  
  

Nice‑to‑Have

• Experience with CPQ/ERP/HCM data flows; familiarity with Salesforce/Varicent/Forma.ai/Everstage SP(M) ecosystems.
• ITIL, Agile (Scrum/Kanban), or PMP certifications; exposure to OKRs and product operating models.
• Test automation frameworks for IC processes; CI/CD for configuration and report deployments.
• Background in Finance/Payables or Sales Operations; audit/compliance experience.
  
  

Core Competencies ("Think Tank" Profile)

• Strategic Thinking: Connects daily delivery to a long‑term roadmap; anticipates scaling needs.
• Curiosity & Problem Solving: Probes data, tests hypotheses, and proposes pragmatic improvements.
• Communication & Influence: Frames issues succinctly, tailors messages to audiences, and drives decisions.
• Execution Excellence: Builds repeatable mechanisms; ships reliably; measures outcomes.
• Ownership & Accountability: Owns commitments end‑to‑end; ensures quality and user satisfaction
  
  

About The Team

Work Authorization

No calls or agencies please. Vertiv will only employ those who are legally authorized to work in the United States. This is not a position for which sponsorship will be provided. Individuals with temporary visas such as E, F-1, H-1, H-2, L, B, J, or TN or who need sponsorship for work authorization now or in the future, are not eligible for hire.

Equal Opportunity Employer

We promote equal opportunities for all with respect to hiring, terms of employment, mobility, training, compensation, and occupational health, without discrimination as to age, race, color, religion, creed, sex, pregnancy status (including childbirth, breastfeeding, or related medical conditions), marital status, sexual orientation, gender identity / expression (including transgender status or sexual stereotypes), genetic information, citizenship status, national origin, protected veteran status, political affiliation, or disability.

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