Director – Performance Management & Sales Incentive Planning

About Us
Visa is a world leader in payments technology, facilitating transactions between consumers, merchants, financial institutions and government entities across more than 200 countries and territories, dedicated to uplifting everyone, everywhere by being the best way to pay and be paid.

At Visa, you'll have the opportunity to create impact at scale — tackling meaningful challenges, growing your skills and seeing your contributions impact lives around the world.

Join Visa and do work that matters – to you, to your community, and to the world. Progress starts with you.

Job Description

The Director, CMS Performance Management & Sales Incentive Planning will lead the global CMS (Commercial and Money Movement Solutions) Performance Management Center of Excellence, shaping how seller performance is measured, rewarded, and optimized across regions and business units.

This is a highly visible leadership role at the intersection of sales strategy, performance management, analytics, and incentive design. The successful candidate will influence how CMS sellers are aligned to business priorities through performance frameworks, quota methodologies, incentive programs, and governance models that drive growth and accountability.

The leader will evaluate whether quotas, territories, measures, and incentive plans are delivering the desired commercial outcomes and use data-driven insights to recommend improvements. They will partner closely with senior leaders across Sales, Finance, HR, Compensation, and Commercial Operations to build scalable solutions that enhance seller effectiveness and business performance.

Success in this role requires strategic thinking, strong people leadership, executive presence, and the ability to influence across a complex global organization.

Why This Role Matters

• Shape how a global sales organization measures performance, rewards success, and drives growth.
• Partner directly with senior CMS leaders on high-impact business decisions.
• Lead the evolution of performance and incentive strategies that influence seller behavior and commercial outcomes worldwide.
• Lead and develop a team of high performing experts.

Key Responsibilities:

Performance Strategy & Incentive Governance

• Define and evolve the global framework for measuring and managing seller performance across CMS.
• Translate CMS business growth priorities into seller objectives, performance measures, accountability mechanisms, and incentive strategies.
• Assess the effectiveness of performance plans, metrics, and governance processes in driving desired business outcomes.
• Recommend improvements that increase commercial effectiveness, transparency, and execution excellence.
  

People & Program Leadership

• Lead, coach, and develop a team spanning performance management, incentive planning, quota and territory frameworks, executive communications, and regional partnership.
• Build a high-performing organization with shared priorities, clear ownership, and consistent operating disciplines.
• Manage strategic roadmaps, planning cycles, milestones, risks, dependencies, and leadership communications.
• Develop team capabilities in strategic thinking, data-driven decision making, communication, and sales incentive expertise.
  

Target, Quota & Performance Frameworks

• Connect enterprise and business unit objectives to regional, team, and individual seller goals.
• Establish quota-setting methodologies, target allocation principles, and performance management standards.
• Create a cohesive performance framework across territories, assignments, quotas, scorecards, and incentive measures.
• Lead scenario modeling and tradeoff analysis to support critical decisions related to coverage, targets, and plan design.
  

Executive Insights & Communication

• Create executive-level business reviews, performance narratives, and decision-support materials.
• Translate complex data into actionable insights and clear recommendations for senior leaders.
• Leverage attainment, pipeline, territory, client, and business performance data to identify opportunities and risks.
• Communicate key decisions, expected outcomes, and measures of success.
  

Cross-Functional Leadership & Execution

• Partner closely with Sales, Finance, HR, Total Rewards, Sales Compensation Operations, Commercial Operations, and regional leadership teams.
• Build alignment across a matrixed organization and navigate competing priorities to drive decisions.
• Ensure approved strategies and incentive plans are executed effectively and deliver intended outcomes.
• Champion simplification, automation, AI adoption, and scalable decision-support capabilities that improve business performance.

Visa requires at least 3 days in office. In-office expectations will be confirmed by your Hiring Manager.

Qualifications

Information for US Applicants

For roles located in the US, the estimated salary range for this position is $188,400.00 to $ 301,500.00 USD per year, which may include potential sales incentive payments (if applicable). Salary may vary depending on job-related factors which may include knowledge, skills, experience, and location. In addition, this position may be eligible for bonus and equity.Visa has a comprehensive benefits package for which this position may be eligible that includes Medical, Dental, Vision, 401(k), FSA/HSA, Life Insurance, Paid Time Off, and Wellness Program.

Work Hours

Varies upon the needs of the department.

Travel Requirements

This position requires travel 5-10% of the time.

Mental/Physical Requirements

This position will be performed in an office setting. The position will require the incumbent to sit and stand at a desk, communicate in person and by telephone, frequently operate standard office equipment, such as telephones and computers.

Visa is an EEO Employer

Qualified applicants will receive consideration for employment without regard to race, color religion, sex, national origin, sexual orientation, gender identity, disability or protect veteran status. Visa will also consider for employment qualified applicants with criminal histories in a manner consistent with the EEOC guidelines and applicable local law, including the requirements of Article 49 of the San Francisco Police Code.