Director, Revenue Compensation

Spring Health is a global mental health company on a mission to eliminate every barrier to mental health. We're building a world where getting support is simple, personal, and built around the person, so care can continue through every job, move, health plan, and life stage.

Our AI-native platform helps us deliver personalized support across self-guided tools, coaching, therapy, medication management, and specialty care. With outcomes independently validated by JAMA Network Open and the Validation Institute, Spring Health reaches more than 170 million people worldwide through leading employers, health plans, and partners.

As an AI-native company, we believe technology should expand the reach, quality, and humanity of care. Every Spring Health team member is expected to use AI tools thoughtfully, apply human judgment to AI outputs, and keep building AI fluency in ways that support their role and our mission.

Reporting to the Vice President, Revenue Operations, the Director of Revenue (Incentive) Compensation to lead the incentive programs that support our go-to-market teams. This individual will own the end-to-end incentive compensation strategy, design, and execution across Revenue - including plan design, modeling, and administration - ensuring incentives are competitive, aligned to business needs and financially responsible. Director of Incentive Compensation will partner with Finance, People, Accounting and Revenue leaders to model compensation scenarios, and evolve compensation plans in response to market and business changes. This is a full time, fully remote position on our team. Occasional travel may be required for company or team events or meetings.

What you’ll do:

• Set compensation principles and lead annual plan design for Sales and other eligible revenue teams (e..g, Customer Success, Account Management, Partnerships).

• Develop quota, target incentive, pay mix, commission, and accelerator recommendations

• Own plan documentation, approvals, communications, and change governance.

• Oversee crediting, commission calculations, dispute resolution, and payout readiness.

• Analyze attainment, productivity, incentive cost, and plan outcomes; recommend changes based on the results.

• Lead the compensation systems roadmap and improve data quality and automation

• Advise senior leaders on incentive tradeoffs and the likely behavior a plan will encourage.

• Build, coach, and develop a high-performing compensation team.

What success looks like in this role:

• Planning quality: Compensation plans that support the company’s growth priorities, while balancing revenue, retention, and financial disciplines.

• Planning timeliness: Quotas and compensation plans in hand at the start of the fiscal year.

• Plan comprehension: Revenue teams understand how their incentive plans work, what outcomes they reward, and how their performance translates into play.

• Variable compensation accuracy and satisfaction: Compensation plans are administered accurately (