Director, Sales Operations & Analytics

Role Overview

As Director, Sales Operations & Analytics, you will own the operating rhythm and the numbers that sales leadership uses to run the business, and you will hold the organization to them. You will turn pipeline and forecast data into clear calls on where we will land, where deals are at risk and what leaders need to do about it, while aligning reporting across HealthVerity and Symphony Health into one set of numbers.

What You Will Do

Own sales analytics, including pipeline, revenue and bookings, win/loss, renewal, and plan-to-goal reporting, keep leaders working from one set of numbers and turn the analysis into recommendations on trends, risks and opportunities for sales and executive leadership.

Why It Might Be a Fit

This is a hands-on role for an analytical operator with the credibility to challenge sales leaders and the drive to help a growing sales organization plan, forecast and perform with discipline.

Requirements

• 7+ years of experience in sales operations, revenue operations or sales analytics
• Demonstrated ownership of sales forecasting and pipeline reporting
• Strong SQL skills and hands-on experience building dashboards in a BI tool
• Working knowledge of Salesforce reporting and data structures
• Experience running a sales operating cadence
• Strong communication skills, with the ability to explain the numbers clearly to sales leaders and executives

Benefits

• Competitive base salary & annual bonus opportunity
• Health, dental, and vision coverage starting on day 1
• 401(k) plan
• Equity program, with new hire equity grants beginning at the Director level and above
• Flexible location: Remote workdays and 3 days a week of in-office collaboration for team members in the Philadelphia area
• Generous PTO: Take time off as needed, targeted at 4 weeks per year, including vacation, personal and sick time, plus paid parental leave
• Parental Leave: 12 weeks paid leave for childbearing, surrogacy, and adoption; 6 weeks for non-childbearing parents
• Comprehensive and individualized onboarding: mentorship program, departmental talks, and a library of resources available beginning day 1 for each new team member to minimize the stress of starting a new job
• Professional development: biweekly 1:1s, hands-on leadership that is goal-and growth-oriented for each team member, and an annual budget to support professional development pursuits