Executive Director, Sales Incentive Controls & Governance

Job description

We’re building a world of health around every individual — shaping a more connected, convenient and compassionate health experience. At CVS Health®, you’ll be surrounded by passionate colleagues who care deeply, innovate with purpose, hold ourselves accountable and prioritize safety and quality in everything we do. Join us and be part of something bigger – helping to simplify health care one person, one family and one community at a time. Position Summary The Executive Director, Sales Incentive Controls & Governance leads the newly established Sales Incentive Controls & Governance function, responsible for setting and enforcing governance strategy, decision rights, controls, and oversight practices related to sales incentive outcomes across CVS Health. The role's primary focus is establishing governance, controls, and decision rights related to sales processes, role accountabilities, sales crediting, and other areas of the sales operating model that influence sales incentive outcomes. This role serves as the empowered, objective arbitrator for high-threshold and cross-entity sales incentive control, crediting, and governance decisions, partnering closely with Aetna and Caremark business-level governance teams (and other CVS Health business units as needed), Total Rewards Sales Compensation, Finance, HR, Legal, and Internal Audit to ensure sales incentives are consistent, well-governed, and aligned to enterprise goals. Major Responsibilities 1. Strategy & Oversight Lead the enterprise governance strategy for sales processes, sales crediting, quota allocation, decision rights, and controls that influence sales incentive outcomes. Establish and maintain governance principles, accountability frameworks, and control standards across sales organizations. Monitor market and sales incentive benchmarking to ensure competitiveness and alignment with business priorities. 2. Sales Incentive Controls, Crediting & Decision Rights Establish enterprise standards for cross-business and multi-role sales activities, including opportunity ownership, collaboration, handoffs, escalation paths, and accountability throughout the customer lifecycle. Define and govern sales crediting principles, methodologies, and controls across businesses, products, channels, customer segments, and sales roles. Oversee documentation, approval, exception, adjustment, and override processes to ensure consistent application of crediting policies. Identify and resolve ownership, crediting, and process conflicts that create financial, operational, customer, or compensation risk. Partner with Sales, Finance, Sales Operations, and Total Rewards Sales Compensation to ensure governance decisions are operationally feasible, financially sound, and accurately reflected in incentive programs. 3. Adjudication & Governance Serve as the enterprise authority for resolving complex cross-business sales process, crediting, and incentive governance issues that extend beyond business-level decision-making. Establish criteria and thresholds for enterprise-level review and adjudication. Act as an objective decision-maker to ensure outcomes align with enterprise priorities and are free from organizational conflicts of interest. 4. Controls & Compliance Partner with Compensation leadership to strengthen governance, controls, and accountability across sales incentive plan design, administration, and payouts. Oversee audits, monitoring, and risk management activities to ensure crediting practices and incentive payouts are accurate, compliant, and consistently executed. Coordinate with business and P&L leaders on financial planning, cost management, quota alignment, and compensation-related risk mitigation. 5. Relationship Management & Change Leadership Build strong partnerships across Sales, Finance, HR, Legal, and Compensation to evaluate governance effectiveness and drive continuous improvement. Lead change management and communication efforts related to sales compensation governance. Ensure compensation systems, documentation, and approval processes support governance requirements and control expectations. 6. Team Leadership Lead highly matrixed, cross-functional teams to drive alignment, accountability, and execution of enterprise sales compensation governance priorities. Assess organizational needs and evolve team structure as governance complexity and business demands grow. Required Qualifications 12+ years of experience in sales compensation design, compensation governance, or a related field Deep understanding of the uniqueness and complexity of large, multi-entity sales organizations and the broader business context they operate in Demonstrated experience designing and leading sales compensation strategy and philosophy at an enterprise level Strong knowledge of how to structure sales compensation plans to achieve business strategy and incentivize desired behaviors Strong understanding of financial controls and compliance requirements related to compensation payments Experience designing and deploying auditable processes that drive predictability in incentive tracking and payout Prior leadership experience building or leading a governance, controls, or compensation function, ideally in a large, multi-business-unit enterprise Preferred Qualifications Business Acumen Demonstrated ability to act as an objective, neutral decision-maker in politically sensitive, high-stakes environments Proven track record building relationships and bringing functions (Legal, HR, Finance) together to work collaboratively in a matrixed environment Field sales experience or credibility strongly preferred — prior experience in a sales role is a plus Sales Compensation Expertise Ability to balance the need for enterprise standardization with business entity-specific flexibility Experience with sales compensation systems and tools and using compensation data to identify trends and drive process/control adjustments Financial & Governance Rigor Comfort tracking, analyzing, and reporting on compensation data to identify risk areas requiring deeper analysis Leadership Strong executive presence and communication skills, with experience managing sensitive change communications Experience building, managing and developing a highly specialized team Ability to have impact through influence Education Bachelor’s degree or equivalent relevant experience Pay Range The typical pay range for this role is: $131,500.00 - $303,195.00 This pay range represents the base hourly rate or base annual full-time salary for all positions in the job grade within which this position falls. The actual base salary offer will depend on a variety of factors including experience, education, geography and other relevant factors. This position is eligible for a CVS Health bonus, commission or short-term incentive program in addition to the base pay range listed above. This position also includes an award target in the company’s equity award program. Our people fuel our future. Our teams reflect the customers, patients, members and communities we serve and we are committed to fostering a workplace where every colleague feels valued and that they belong. Great benefits for great people We take pride in offering a comprehensive and competitive mix of pay and benefits that reflects our commitment to our colleagues and their families. This full‑time position is eligible for a comprehensive benefits package designed to support the physical, emotional, and financial well‑being of colleagues and their families. The benefits for this position include medical, dental, and vision coverage, paid time off, retirement savings options, wellness programs, and other resources, based on eligibility. Additional details about available benefits are provided during the application process and on Benefits Moments . We anticipate the application window for this opening will close on: 11/06/2026 Qualified applicants with arrest or conviction records will be considered for employment in accordance with all federal, state and local laws.