(Senior) Team Leader - Sales Rewards & Performance

As the right-hand to the Head of Direct Sales and Business Unit Head, you own two engines for the soundbox direct sales force: the incentive rewards schemes that drive the right selling behaviors, and the performance management system that tracks and lifts sales productivity. Planning, reporting, and AI-enabled automation all exist to make these two run faster and sharper. This role sits at the crossroads of sales strategy, data, and product. As you build deep expertise in how the soundbox sales engine works end-to-end, it opens up several possible directions depending on your strengths, interests, and business needs, for example, helping shape an internal sales-enablement product, or moving closer to the commercial/field sales side. We see this as a strong launchpad rather than a fixed track: where it leads depends on the impact you create and how the business evolves. Mô tả công việcA. Incentive Rewards Scheme Management (core)Own the full lifecycle of incentive schemes for all direct sales roles from design, modeling, rollout, monitoring, and refinement. Design periodic schemes plus sales contests that drive strategic initiatives and soundbox launches, mapping rewards to the behaviors and outcomes that matter. Collaborate with FPA to run pre-launch financial scenario modeling to ensure budget compliance, healthy cost-per-acquisition, and PL targets before any scheme goes live. Build risk thresholds and clawback mechanisms into every scheme; run root-cause analysis on disputes to close loopholes and remove ambiguity. Continuously monitor scheme effectiveness against actual results and recommend timely adjustments. B. Sales Performance Management (core)Own the sales performance framework: define KPIs and leading indicators (productivity, funnel conversion, soundbox merchant activation/retention) and the cadence for tracking them. Build performance scorecards and reviews across the sales hierarchy; identify over- and under-performance early and translate it into clear actions. Diagnose why performance moves by connecting scheme design, coverage, and field execution, and delivering actionable recommendations to the Sales top leadership team. Partner with the Head of Sales on performance conversations, target recalibration, and corrective plans. Communicate, and explain incentive mechanisms and performance expectations across the sales network to ensure consistent understanding. C. Sales Target Setting Planning Support (enabler)Translate business and PL goals into sales targets, quotas, and coverage plans that feed both the incentive schemes and the performance framework. Build top-down and bottom-up forecasts and scenario analysis to support planning decisions. D. Reporting Engine AI Automation (enabler)Build and maintain the dashboards and reporting that power incentive calculation and performance tracking. Apply an AI-first mindset to automate and optimize this workflow by cutting manual effort while improving speed and accuracy. Pilot and scale practical AI/automation use cases (auto-generated performance reports, natural-language querying of sales data, anomaly detection on payouts, AI-assisted forecasting); continuously redesign reporting bottlenecks. Yêu cầu công việcQualifications Experience5 years in sales incentive/commission management, sales performance management, sales/revenue operations, or FPA/business analytics (ideally in fintech, consumer finance, FMCG, or other large field-sales organizations)Proven, hands-on ownership of incentive scheme design and sales performance tracking is essential, this is the MUST of the role. Bachelor's in Finance, Economics, Business, Data Analytics, or related; relevant certs a plus. Technical SkillsStrong analytical and business acumen; advanced Excel/Google Sheets. Hands-on with data/ visualization tools. AI automation mindset: practical experience using AI tools to streamline reporting and analytics, with genuine curiosity to adopt new tools. Soft SkillsStrong stakeholder management; able to influence sales leaders and cross-functional teams. Clear communicator to make complex incentive logic and performance data easy for a wide field network. High integrity, structured, ownership-driven; comfortable operating with autonomy as the Head's right-hand.