The Field Planning & IC Associate Director is a strategic leadership role that applies consulting, analytical, and communication skills to partner with Sales and Marketing Director-level stakeholders in the design and ongoing implementation of Franchise V Incentive Compensation and Field Planning programs. The individual in this role is responsible for providing thought leadership and strategic direction on innovative solutions for the AbbVie US Field Teams that integrate our understanding of opportunities among key external stakeholders.

This position is part of the Analytics and Performance Excellence (APEX) team (legacy Field Planning & Analytics), which drives field force effectiveness by optimizing salesforce size and structure, ensuring IC designs drive the right behaviors, and ensuring call plans provide field teams with what they need to drive the business in their markets. This position reports into the Director, Field Planning & Analytics and will lead two managers to enable field execution.

Responsibilities

Strategic Ownership

IC Plan Design & Strategy

• Own strategic planning, design, implementation, communications, administration, and validation of all Franchise V sales incentive programs, inclusive of SPIFFs, contests, and kickers.
• Develop incentive programs based on identified marketing and commercial strategies, available resources, and overarching incentive program design principles — ensuring programs are fair, equitable, and motivating.
• Assess special incentive requests in terms of business need and alignment with guiding principles, evaluating data availability and cost/timeline feasibility.
• Stay current on industry trends and best practices in sales compensation; share insights and recommendations with Executive and Sales Leadership to drive program enhancements.
• Design and administer all IC programs in compliance with AbbVie policies.

Field Planning

• Lead Franchise V field deployment strategy, including salesforce sizing and structure, territory alignment, targeting, and call plan creation and execution.
• Collaborate with Sales, Marketing, and MABI leadership to identify new opportunities and integrate them into field deployment strategies within Franchise V.

Analytics & Insights

• Proactively analyze IC results and field performance trends to identify areas of improvement and opportunities for increased motivational value; assess the impact of franchise-specific sales trends, market events, and commercial strategies on performance and IC outcomes.
• Develop reporting, analysis, and insights that guide business decision-making for Sales and Commercial Leadership.
• Provide direct support to Executive and Sales Leadership and field personnel to respond to incentive questions and conduct performance investigations.

Vendor & Operations Management

• Own end-to-end vendor partnerships for Franchise V IC processing, including leadership, project management, incentive validation, change implementation, and reporting.
• Ensure franchise-specific changes are communicated to vendor teams in a timely manner.
• Validate and approve Franchise V IC results from ongoing operations, including attainments, payouts, eligibility, and rankings.

Communications & Stakeholder Alignment

• Develop clear, compelling communication materials for Executive and Sales Leadership that explain IC plan design, results, and program changes in an accessible and motivational way.
• Work closely with field sales, sales management, marketing, marketing analytics and business insights, forecasting, sales reporting, and Executive Leadership to ensure program elements are aligned with corporate objectives.

Project Management

• Drive multiple complex projects simultaneously, balancing short-term and long-term objectives within budget and timelines; leverage data, analytics, and strategic thinking to optimize field operations and IC deliverables.

Leadership

• Hire, lead, develop, and mentor a team of managers; promote internal growth, process expertise, and accountability.
• Act as coach: seek ways to develop team members, address their needs and goals, prioritize work, and remove barriers to achieve goals and advance initiatives.
• Set clear expectations and hold direct reports accountable to behaviors and performance standards; deliver candid, effective feedback and develop talent for promotional opportunities.
• Build and maintain a high-performance team culture that attracts top talent and drives full engagement.
• Demonstrate influence without authority by guiding, coaching, and building alignment across a matrixed organization.