Director, Sales Planning

PagerDuty, Inc. (NYSE: PD) is the global leader in AI-first digital operations. By automatically detecting, diagnosing, and remediating issues, the PagerDuty Platform orchestrates AI agents and automated workflows with context from over 750 integrations. Trusted by approximately two-thirds of the Fortune 100 and nearly half of the Fortune 500, PagerDuty is the industry standard for organizations scaling resilient, autonomous operations. Notable customers include Chipotle, Cloudflare, Docusign, Fox, Nvidia, Salesforce, Spotify, Zoom and more. We are growing rapidly and hiring top talent with leading AI skills across engineering, sales, product, marketing, and beyond as we build the leading digital operations platform.

We are seeking a Director of Sales Planning, Compensation & Analytics who will serve as a strategic partner to our Senior Sales Leaders. This role is integral to our commitment to revenue growth, with responsibilities encompassing sales planning, forecasting, compensation design, headcount investments and quota coverage. As our Director of Sales Planning, Compensation & Analytics, you will be reporting to the VP, Field Operations, leading the charge in the development, implementation, and ongoing refinement of sales strategies, programs, and initiatives.

The perfect candidate has experience working in fast-paced, high-growth environments and possesses a comprehensive understanding of diverse sales metrics, processes, and tools. Proficiency in enterprise selling processes, SaaS, and digital sales metrics is highly desirable. We are looking for a leader who can identify and implement improvements in all aspects of sales operations, with a particular emphasis on sales planning.

This role demands a combination of strong operational skills, deep analytical abilities, and the capacity to provide strategic support to our sales leadership teams. Your focus will be managing functions crucial to our go-to-market strategy and sales-related initiatives aimed at driving enablement and productivity.

How You Contribute to Our Vision: Key Responsibilities

• Own the annual and in-year planning calendar with Sales, Finance, and People. Deliver territories, quotas, and comp plans that are ready on day one of the fiscal year.
• Build capacity and coverage models that turn bookings/ARR targets into headcount, ramp, and productivity assumptions across field, inside/digital, product-led, and partner motions.
• Lead account segmentation, territory design, and account assignment rules. Find where we're over- or under-covered and recommend fixes.
• Set and allocate quotas across segments, geographies, and roles, balancing top-down targets against bottom-up opportunity. Own quota-relief and adjustment governance.
• Build scenario models that show leaders the tradeoffs among headcount, coverage, quota, productivity, cost of sales, and revenue before they decide.

• Design role-based incentive plans (pay mix, measures and weights, thresholds, accelerators, caps, SPIFs) that reward the behaviors our strategy depends on, such as new logo, expansion, multi-product, and retention.
• Partner with Finance, Total Rewards, and Legal on plan cost modeling, market benchmarking, and approvals. Run the compensation governance committee.
• Maintain clear, consistent policies for crediting, splits, territory transfers, windfalls, clawbacks, and exceptions. Resolve disputes fairly and quickly.
• Own plan documents, rollout, and field enablement so every seller understands how they're measured and paid.

• Oversee the full monthly and quarterly commission cycle (crediting, calculation, validation, approval, payout) with high accuracy and on-time delivery.
• Own the incentive compensation management (ICM) platform and the data flows among Salesforce, billing, HRIS, and payroll.
• Design and maintain controls, documentation, and audit readiness, including SOX compliance and support to Accounting on ASC 340-40 commission capitalization.
• Set service levels for seller inquiries and track operational KPIs such as payout accuracy, cycle time, exception volume, and dispute resolution time.

• Measure plan and program effectiveness: attainment distribution, pay-for-performance alignment, cost of sales, productivity, ramp time, and seller retention. Turn findings into changes for the next cycle.
• Partner with Sales Operations and Finance on forecasting methodology, pipeline coverage, and bookings and capacity inputs to the forecast.
• Define and govern core GTM metrics as a single source of truth, and deliver executive reporting for QBRs, board materials, and operating reviews.
• Answer ad hoc strategic questions from the CRO and sales leaders with clear, decision-ready analysis.

• Work with GTM Systems/Business Technology to improve our planning, analytics, and ICM stack (Salesforce, Anaplan, Clari, Tableau, and ICM tooling).
• Use automation and AI to speed up territory and quota modeling, catch commission anomalies, and give sellers self-serve visibility into attainment and earnings.

• Build, lead, and develop a high-performing team of managers and analysts. Set clear goals, operating rhythms, and career paths.
• Build alignment across Sales, Finance, People, Marketing, Customer Success, and Product on GTM strategy and process improvements.

What Success Looks Like in Year One

• The next fiscal year's territories, quotas, and comp plans are designed, modeled, approved, and communicated before the year starts.
• Commission payouts run on a predictable calendar with measurably lower errors, disputes, and manual work.
• Leadership has a trusted, regular view of plan effectiveness, capacity, and productivity that it uses to make investment decisions.
• A documented governance model (planning calendar, policies, exception process, controls) holds up in