Sales Compensation Consultant

Tsys Open · verified Oct 6, 2026

Hybrid Atlanta Full-time Mid-level Revenue & Sales Operations

At a glance

Mid-level Revenue & Sales Operations role at Tsys. Atlanta · full-time.

Pay not stated

RoleRevenue & Sales Operations

SeniorityMid-level

LocationAtlanta

WorkplaceHybrid

EmploymentFull-time

PostedOct 5, 2026 · 1d ago

Role brief

growthroles summary, based on the employer's posting.

What you'll do

Administer pay structures, incentive plans, compensation systems and related policies across the business areas you support
Use survey findings and competitor data to price roles, then prepare job matches for review
Explain pay policies and programs to managers and employees, including answers to complex compensation questions
Check job descriptions against available market comparisons and maintain the database as roles change
Build compensation reports, projections and analysis from HR systems to support management decisions

What you bring

A bachelor’s degree in human resources, finance or a field that builds analytical skills
At least four years in compensation analysis or administration, or HR work focused on compensation
Advanced Excel skills, plus working knowledge of Word, PowerPoint and Access

Who this fits

This mid-level role suits someone comfortable analyzing compensation data and advising managers and employees. The position is hybrid in Atlanta.

From the employer

Job Description

Summary of This Role

Provides compensation consulting services to several business lines/areas of the company. Responsible for day-to-day design, administration and management of global compensation programs and systems. Develops, analyzes, implements and manages team member, company, and industry data for the compensation function. Participates and manages special projects requiring interface with vendors, consultants and company personnel at all levels.

What Part Will You Play?

Administers and assist in the development of compensation practices/ programs to include salary structures, bonus programs, sales compensation plans, compensation systems, and compensation procedures/policies/regulations.
Participates in compensation surveys and compiles data, salary survey results and other available competitor information sources to perform the job valuation/market pricing process and prepares matches for review.
Advises and communicates to most levels of management and Team Members on established policies and procedures, fixed/ variable compensation programs, and compensation systems. Provides detailed answers to complex questions and requests for information.
Reviews submitted job descriptions for quality and availability of comparable roles in the marketplace. Maintains job description database for modifications, additions and deletions as submitted by HR/Management. Makes cursory determination or recommendation based on established criteria to requests for further development of additional job titles/descriptions.
Reviews existing and proposed statutory requirements governing the company's compensation administration and reports potential impact of statutory changes to management; administers processes to ensure compliance.
Provides standardized and assists in the development of ad-hoc compensation reports, forecasts, and analyses from Human Resources Information Systems and business applications to assist management with decision making.
Assists the Head of Compensation and Benefits with established Executive Compensation projects and programs.

What Are We Looking For in This Role?

Minimum Qualifications

Bachelor's Degree
Relevant Experience or Degree in: Typically, Human Resources Management or Finance; a major which emphasizes analytical skills
Typically Minimum 4 Years Relevant Exp
Specialized compensation analysis/administration experience or general HR experience with a focus in compensation

Preferred Qualifications

Master's Degree
Typically, Masters in Business Administration (MBA) with a concentration in Human Resources Management or Finance
Typically Minimum 6 Years Relevant Exp
Specialized compensation analysis/administration experience or general HR experience with a focus in compensation; has acted in an advisory role
Any one of the following: Certified Compensation Professional (CCP); Global Remuneration Professional (GRP); Certified Sales Compensation Professional (CSCP); Certified Executive Compensation Professional (CECP)

What Are Our Desired Skills and Capabilities?

Skills / Knowledge - A seasoned, experienced professional with a full understanding of area of specialization; resolves a wide range of issues in creative ways. This job is the fully qualified, career-oriented, journey-level position.
Job Complexity - Works on problems of diverse scope where analysis of data requires evaluation of identifiable factors. Demonstrates good judgment in selecting methods and techniques for obtaining solutions. Networks with senior internal and external personnel in own area of expertise.
Supervision - Normally receives little instruction on day-to-day work, general instructions on new assignments.
Computer Knowledge - Advanced Excel; intermediate Word, PowerPoint, and Access
HRIS Systems - Ability to learn software applications and HR Systems and utilize their report writing tools to develop ad-hoc reports
Compensation Acumen - Fundamental compensation concepts; business operations; HR practices; comprehensive understanding of the FLSA; in-depth knowledge of compensation theories and practical applications; basic statistical techniques

EEOC Statement

Global Payments is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, marital status, genetic information, national origin, disability, veteran status, and other protected characteristics. The EEO is the Law poster is available here.

If you are made a conditional offer of employment and will be working in the United States, you will be required to undergo a drug test. In developing this job description care was taken to include all competencies and requirements needed to successfully perform the position. Reasonable accommodations will be provided for individuals with qualified disabilities both during the hiring process, as well as to allow the individual to perform the essential functions of the job, if hired.

Washington Candidates: Click here for information on the Fair Chance Act.