Vice President, Revenue Operations

Reporting to the Chief Revenue Officer and serving as a senior leader within the Revenue organization, the Vice President, Revenue Operations is responsible for operationalizing Spring Health’s revenue strategy through strong planning, analytics, systems, and executional rigor. This leader owns the core Revenue Operations engine including forecasting, analytics, sales compensation, GTM systems and technology, and operating cadence. This full-time, remote role is critical to driving predictable growth, operational maturity, and scalability as Spring Health continues to scale.

What You’ll Be Doing

Revenue Planning & GTM Execution

• Operationalize the revenue planning framework across Sales, Account Management, and Customer Success in alignment with company strategy.
• Support annual and quarterly target-setting across teams and individual contributors; ensure alignment with corporate goals.
• Translate strategic priorities into clear operating plans, milestones, and success metrics.

Revenue Operations & Governance

• Own the day-to-day Revenue Operations operating model including forecasting cadence, pipeline management, performance reviews, and executive reporting.
• Lead development and ongoing improvement of forecasting accuracy, pipeline analytics, dashboards, and insights.
• Establish disciplined operating rhythms and governance to support scalable growth and accountability.

GTM Systems & Technology (AI-Enabled)

• Own the GTM systems stack including Salesforce, Clari, LeanData, and related tooling.
• Partner with IT, Data, and GTM leaders to ensure system scalability, data integrity, and workflow efficiency.
• Drive automation and AI-enabled improvements that increase productivity and reduce operational friction.

Sales Compensation Operations

• Own the design, implementation, and administration of Sales Compensation plans across Sales, Account Management, and Customer Success.
• Ensure incentive plans are operationally sound, clearly communicated, and aligned to revenue objectives.
• Partner closely with Finance and People teams to manage plan rollout, calculations, reporting, and governance.

Cross-Functional Partnership

• Partner with Sales, Customer Success, Finance, Product, and Marketing to ensure operational alignment across the GTM lifecycle.
• Serve as a trusted operator and problem solver for revenue leaders.
• Provide clear, data-backed insights to inform executive decision-making.

Transformation & Scale

• Lead operational improvements that increase predictability, efficiency, and visibility as the business scales.
• Identify friction points across revenue processes and implement practical, scalable solutions.
• Support readiness for future growth milestones through strong systems, data, and governance.

What Success Looks Like

• Forecasts that leadership trusts and uses to make decisions.
• Clear visibility into pipeline, performance, and attainment across all GTM teams.
• A scalable, well-governed GTM operating system supported by strong data and tooling.
• Sales compensation programs that are accurate, timely, and aligned with revenue goals.
• Strong cross-functional trust in Revenue Operations as an execution partner.
• A revenue infrastructure that scales with the business.

What You’ll Bring

• 10–14+ years of experience in Revenue Operations, Sales Operations, or GTM Operations within high-growth SaaS environments.
• Proven experience owning forecasting, analytics, sales compensation, and GTM systems.
• Strong operational orientation with the ability to translate strategy into execution.
• Deep Salesforce expertise and experience with modern RevOps tooling such as Clari and LeanData.
• Track record of improving predictability, rigor, and operational maturity.
• Clear communicator with strong cross-functional influence and judgment.
• Experience supporting scale and complexity; IPO experience is a plus, not a requirement.

The target base salary range for this position is $208,000-$260,000, and is part of a competitive total rewards package including equity, bonus, and benefits. Individual pay may vary from the target range and is determined by a number of factors including experience, location, internal pay equity, and other relevant business considerations. We review all employee pay and compensation programs annually using Radford Global Compensation Database at minimum to ensure competitive and fair pay.

Benefits provided by Spring Health:

Note: We have even more benefits than listed here and below, your recruiter will provide more in-depth information as you continue in the interview process. Benefits are subject to individual plan requirements and eligibility criteria.

• Health, Dental, Vision benefits start on your first day at Spring. You and your dependents also receive access to One Medical accounts HSA and FSA plans are also available, with Spring contributing up to $1K for HSAs, depending on your plan type.
• Employer sponsored 401(k) match of up to 2% for retirement planning
• A yearly allotment of no cost visits to the Spring Health network of therapists, coaches, and medication management providers for you and your dependents.
• We offer competitive paid time off policies including vacation, sick leave and company holidays.
• At 6 months tenure with Spring, we offer parental leave of 18 weeks for birthing parents and 16 weeks for non-birthing parents.
• Access to Noom, a weight management program—based in psychology, that’s tailored to your unique needs and goals.
• Access to fertility care support through Carrot, in addition to $4,000 reimbursement for related fertility expenses.
• Access to Wellhub, which connects employees to the best options for fitness, mindfulness, nutrition, and sleep in one subscription
• Access to BrightHorizons, which provides sponsored child care, back-up care, and elder care
• Up to $1,000 Professional Development Reimbursement a year.
• $200 per year donation matching to support your favorite causes.