Workday

Workday

Sales Compensation Policy and Governance Principal

USA, CA, Home Office · Principal

No sponsorshipDetected 2 days ago
ComplianceSalesAuditingHRISCompensationContract ManagementLeadershipCommunicationCollaborationMentoringWritingOrganizational SkillsSarbanes-OxleyInternal Audit

Stay score

odds of building a lasting career here

42Risky
Cap-exempt (no lottery)0
Sponsors this role100
Entry-level history0
PERM / green-card track0
Lottery odds40
Fits your clock70

Thin sponsorship signal and lottery-bound. A low-probability bet with your clock running. Prioritize cap-exempt roles and proven entry-level sponsors first.

Lottery odds assume a STEM candidate.

Personalize to your clock →

Employer immigration record

from this employer's Department of Labor filings

Green-card filing pattern in this occupation

Context, not a finding about this posting: of this employer's 92 green-card filings in this occupation, 100% were for a worker who already held the job.

Green-card intent detected

Workday, Inc. obtained a prevailing wage determination for Software Developers in Boulder, COLORADO on 2026-06-15. No matching green-card filing appears in our data yet. The determination expires in 7 days (2026-09-12), and a green-card filing must follow before then or the employer starts over.+2 more active determinations on file

Green-card follow-through: 98%

Of 58 labor certifications old enough to have been used, 1 expired without the employer filing the next step. Median time from filing to decision: 497 days.100% of their filings were for a worker who already held the job.Only certifications past the 180-day window are counted — recent ones cannot have expired yet.

Files H-1B transfers

49 transfer filings in the last year, covering 49 workers. Median labor-condition decision: 7 days. An employer that already files transfers is one that can take over an existing H-1B.

Sourced from Department of Labor LCA, PERM and prevailing-wage disclosure data. Employer matching is by name, so figures may be split across an employer's legal entities. Absence of a filing means none appears in our copy of the data, not that none exists.

Community outcomes

No reports yet — be the first to help the next applicant.

About the role

  • Ensure all policies remain consistent with Workday's global standards and reflect changes in regional regulations or business strategy.
  • This includes facilitating review cycles, tracking exception precedents to ensure fairness and consistency, and providing clear reporting on exception trends to leadership.
  • Use this data to identify gaps in policy and recommend proactive updates.

Responsibilities

  • Program Manage the Compensation Exception Committee: Lead the end-to-end exception governance process.
  • The Incentive Compensation Design team designs innovative, data-driven incentive compensation plans that align performance and pay to Workday's strategic objectives and drive sustainable revenue growth.
  • We lead the global strategy, design, planning, enablement, communication, and analysis of Workday's incentive compensation plans for all GTM functions, including Sales, Services, Support, and Customer Experience roles.
  • Ensure Compliance and Risk Management: Partner with Legal and Finance to ensure all compensation plans and policies adhere to SOX compliance requirements, local labor laws, and internal audit controls.
  • Audit and Precedent Tracking: Maintain a centralized repository of exception precedents, policy decisions, and historical plan adjustments. Use this data to identify gaps in policy and recommend proactive updates.
  • Drive the development of new or updated policies to support emerging business motions, such as new product go-to-market strategies or changes in sales territory models.
  • Lead the end-to-end exception governance process.
  • Maintain a centralized repository of exception precedents, policy decisions, and historical plan adjustments.
  • Partner with Sales Ops and Systems teams to translate policy changes into actionable requirements for downstream systems (e.g., Xactly) and ensuring policy language aligns with what is executable in our toolstack.

Requirements

  • Minimum of 11 years of experience in incentive compensation design, policy development, legal operations, or contract management
  • Minimum of 5 years of experience managing complex governance processes, policy lifecycles, or exception committees in a global enterprise technology company
  • Excellent legal/technical writing skills with the ability to translate complex business rules into clear, contractual language
  • Analytical mindset with the ability to identify trends in exception data and proactively mitigate issues
  • Ability to act as an objective mediator when interpreting policies in sensitive compensation disputes

Skills

  • Your work days are brighter here.
  • Self-motivated with strong organizational skills and high attention to detail

Compensation

  • Serve as the subject matter expert for Sales Leadership and the broader Compensation team regarding policy interpretation, ensuring accurate application of plan documents during disputes or complex deal structures.
  • Partner with Legal and Finance to ensure all compensation plans and policies adhere to SOX compliance requirements, local labor laws, and internal audit controls.
  • $158,300 USD - $237,500 USD

Visa & Work Authorization

  • VISA Sponsorship is not available for this role.
Apply directly at Workday →Create a free account for alerts like thisView Workday immigration profile

This listing is sourced directly from Workday's careers page and normalized into a canonical job model.