Commercial Incentive Program Manager

Are you ready for a new beginning?

We need your talent, knowledge and dedication to better our world with biology.

Our purpose points the way

In Novonesis, we know that solutions rooted in biology can help solve humanity’s biggest challenges. Since we began more than a century ago, this has been our guide. It’s how we've gotten so far. And it’s how we'll impact the future. Now, more than ever, the world needs change. And with biosolutions, the possibilities for transformation are endless.

We’re here to better our world with biology.

At Novonesis, we believe that biology can help solve some of the world’s toughest problems. Our GROW 2030 strategy sets an ambitious direction for how we will grow our core business, develop the biosolutions market, and strengthen the way we operate as a company. To make that ambition real, we need clarity, discipline, and a way of rewarding performance that genuinely supports how we want to grow.

The Commercial Incentive Program (CIP) plays a central role in this. When the program works well, people understand what they are accountable for, targets make sense, and payouts reflect the results we want to drive. When it doesn’t, complexity slows us down and creates noise where we need focus.

This Senior Project Manager role exists to ensure the CIP becomes more structured, balanced, and easier to run, and that it naturally reinforces the choices we make as a business. It’s a hands‑on role with a mix of structure building, stakeholder alignment, and practical problem solving. You will be shaping how we connect budgets, targets, data, and responsibilities across regions and business areas so we can scale our commercial efforts without adding unnecessary complexity.

It’s a role for someone who enjoys bringing order to ambiguity, who listens before designing, and who can translate strategic intentions into something people can use in their daily work.

The impact you will drive

You will own and continue developing the global Commercial Incentive Program with a focus on:

• Turning strategy into a workable pay‑for‑performance model that links budgets and commercial targets in a way that is transparent and easy to understand.

• Creating a consistent way of setting targets across business areas and regions, supported by clear responsibility structures.

• Improving cross‑functional collaboration, ensuring that People & Organization, Commercial Development, Data Insights & Analytics, and Business Finance Partners work in the same direction with clear handovers.

• Setting and maintaining simple responsibility allocation rules especially for roles beyond Sales so that outcomes feel fair and governed.

• Reducing manual work through better data, automation and processes, shortening cycle times and improving quality.

• Engaging senior leaders on key design choices and trade‑offs so the program remains grounded in real commercial priorities rather than theoretical ideals.

What success looks like

While we have a good idea about where we want to end up, we would like you to challenge our thinking, bring new perspectives and experience to the table and drive the realization of these ideas. Therefore, we except that the role over time will have enabled us to:

• operate with one coherent model for commercial responsibilities and account ownership, anchored in a system-based setup, aligned with how we set budgets and targets.

• Responsibility allocations are simpler and more transparent, with clear rules for roles beyond Sales and a predictable way of resolving questions and disputes.

• Data flows and reporting are more automated, reducing manual checks and making payout cycles faster and more reliable.

• We see fewer surprises and less back‑and‑forth during payout cycles because the underlying structures and decisions are well understood.

• The CIP has a clear place within the CFO area’s priority dashboard, allowing us to track outcomes such as forecast accuracy for incentive KPIs, governance adherence, and reduced manual effort.

• This isn’t about designing a perfect system from day one, it’s about making steady, visible improvements that build trust, reduce friction, and help people focus on performance rather than process.

Your key responsibilities

Based on the impact the program has in the realization of our strategic priorities, and given where we would like to be, below are some of the key responsibilities placed in this role:

• Strategic alignment – Link budgets to commercial targets so incentives support our growth and profitability ambitions; keep design choices aligned with “Grow the Core” and margin‑expansion priorities.

• Stakeholder orchestration – Align across many internal functions on accountabilities and handovers across the annual cycle.

• Ownership of allocation rules – Design, implement and maintain simple, rule‑based responsibility allocations, especially for non‑Sales roles.

• Challenge resolution – Act as the primary problem‑solver for program issues and disputes, using a fact‑based and outcome‑oriented approach.

• Process innovation and automation – Continuously simplify and automate to support global scale (target‑setting / responsibility / performance & payout analytics), reducing complexity and manual steps.

• Senior collaboration – Engage with VPs and above to align on design decisions, trade‑offs, and communication.

Qualifications

• Degree in Finance, Business Management or related field

• Broad experience and understanding of Sales / Commercial Incentive Programs in a global organization

• 5+ years in Commercial Finance / Business Finance or similar roles in a global environment.

• Proven ability to work independently and drive complex problem solving

• Advanced analytical skills with strong Excel modelling; proficiency in Power BI, Salesforce, and SAP experience is a plus

• Excellent communication and stakeholder management; able to translate strategy into clear operating mechanisms

• Entrepreneurial mindset with a focus on simplification, scalability, and measurable outcomes

Could our purpose be yours? Then apply today!

At Novonesis we commit to an inclusive recruitment process and equality of opportunity for all our job applicants. We recommend you not to attach a cover letter to your application. Instead, please include a few sentences in your resume/CV about why you are applying. To ensure a fair recruitment process, please refrain from adding a photo in your resume/CV.
 
Novonesis is dedicated to fostering a unique community by embracing and respecting differences. We make all employment decisions based on business needs, ensuring that every individual can thrive, regardless of identity or background such as ethnicity, religion, gender, sexual orientation, age, disability, or veteran status.

Want to learn more?
Learn more about Novonesis, our purpose, and your career opportunities at novonesis.com

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