Overview

Lead / Manager

Cross-MI Revenue Performance Partner (Engagement and Integration Lead)

Confirmed live in the last 24 hours

S&P Global

Compensation

$115,236 - $191,480/year

2 Locations

On-site

Posted April 4, 2026

Job Description

About the Role:

Grade Level (for internal use):

The Team:

The Revenue organization drives unified engagement models, enablement orchestration, and strategic alignment across the entire MI ecosystem, ensuring seamless operations that improve performance, predictability, and seller effectiveness at scale. Our team owns critical functions including communications alignment, adoption measurement, acquisition integration, and people leadership, breaking down silos to enable the Revenue organization to operate as one cohesive unit. We are focused on transformational initiatives that directly impact business growth and operational excellence across the organization.

Role Summary

The Cross MI Revenue Performance Partner (Engagement & Integration Lead) is responsible for driving alignment, execution, and performance across the Market Intelligence Revenue organization. This role translates cross‑MI initiatives, integration, and operating priorities into clear, executable operating models adopted consistently across regions, segments, and revenue‑capture motions. As a core member of the Revenue Performance Partner team, it partners closely with Revenue Performance Partners to connect enterprise, business line and role priorities to field execution and drive measurable revenue outcomes. The role also provides direct people leadership for a team delivering a cohesive, scalable approach that accelerates adoption, effectiveness, and revenue impact.

Key Responsibilities:

Enablement, Change Management & Launch Execution

Lead change management and launch execution for new revenue tools, processes, and operating models, aligning scope, milestones, dependencies, and downstream impacts.

Define and execute integrated launch plans that combine enablement, training, and communications tailored to impacted revenue roles, regions, and segments.

Assess readiness and adoption risks, driving mitigation actions to address change fatigue, resistance, and sequencing challenges.

Ensure leadership and people manager enablement is embedded in all launches to reinforce accountability, adoption, and sustained behavioral change.

Revenue Integration

Own endtoend revenue integration for acquisitions, from close through steadystate operations.

Define and execute the revenue integration strategy for acquired businesses, including gotomarket alignment, sales motions, coverage, incentive alignment and tracking, enablement, and operating cadence.

Partner with the IMO, Revenue, Product, Finance, RevOps, and Enablement to ensure integrations are scalable and executable.

Establish success metrics, adoption milestones, and performance tracking to accelerate time to value and revenue capture postacquisition.

Engagement and Documentation

Own Revenue Sphere pages, playbooks, and engagement documentation across Market Intelligence, defining and maintaining standard ways of working across roles, segments, regions, and motions.

Ensure guidance is current, clearly communicated, embedded into onboarding and enablement, and reinforced through operating rhythms, leveraging AI, innovative engagement tools, and field feedback to drive adoption and continuous improvement.

Lead and coordinate engagement with the Revenue organization, including ERLT forums, REC calls, and ongoing leadership and field touchpoints, ensuring alignment, clarity, and consistent execution of revenue priorities.

Incentive Tracking & Referral Process Ownership

Own governance and endtoend oversight of revenue incentive tracking and referral programs in close partnership with Finance and RevOps, ensuring rules, eligibility, attribution, tracking, and escalation paths are clearly defined and consistently applied.

Ensure incentive and referral processes are documented, embedded within the Revenue Playbook and Rules of Engagement, and reinforced through enablement and operating rhythms.

Monitor incentive and referral performance, surface gaps or friction points, and drive continuous improvement to support desired seller behaviors and revenue outcomes.

Adoption Measurement & Risk Management

Define success measures for enablement and change adoption, including qualitative and quantitative indicators.

Track awareness, understanding, engagement, and behavioral adoption across initiatives.

Surface risks, gaps, and recommendations for key initiatives and programs with clear actions and tradeoffs.

People Leadership & Team Development

Directly lead, coach, and develop a team responsible for revenue engagement, enablement, and integration execution.

Set clear goals, priorities, and success measures aligned to Revenue Performance Partner and enterprise objectives.

Foster a highperformance, collaborative culture focused on execution rigor, continuous improvement, and business impact.

Build talent capability across change leadership, operating model design, enablement execution, and crossfunctional influence.

Ensure strong performance management, career development, and succession planning for the team.

Why This Role Matters

Market Intelligence operates in a complex, global, multisegment revenue environment where transformation, acquisitions, and operating model evolution are happening simultaneously.

This role ensures that:

CrossMI revenueimpacting initiatives are coordinated, sequenced, and adopted—not fragmented or duplicative

Enablement, communications, incentives, and change efforts operate as one integrated system

Acquisitions are integrated quickly and effectively from a revenue and sales perspective, accelerating value realization

Revenue teams operate with clear rules of engagement and shared playbooks, reducing friction and confusion

Leaders, managers, and teams are equipped to reinforce change, build capability, and sustain new behaviors

By owning engagement models, enablement orchestration, communications alignment, adoption measurement, acquisition integration, and people leadership, this role enables the Revenue organization to operate as one MI—improving performance, predictability, and seller effectiveness at scale.

Compensation/Benefits Information: (This section is only applicable to US candidates)

S&P Global states that the anticipated base salary range for this position is $115,236 to $191,480. Final base salary for this role will be based on the individual’s geographic location, as well as experience level, skill set, training, licenses and certifications.

In addition to base compensation, this role is eligible for an annual incentive plan. This role is not eligible for additional compensation such as an annual incentive bonus or sales commission plan.

This role is eligible to receive additional S&P Global benefits. For more information on the benefits we provide to our employees, please click here.

What We're Looking For:

Basic Required Qualifications:

Bachelor's degree in Business, Finance, Marketing, or related field; MBA preferred
10+ years of progressive leadership experience in revenue operations, sales enablement, or strategic business development roles
Proven track record of leading large-scale change management initiatives and cross-functional teams in complex organizational environments
Strong analytical and data-driven decision-making skills with experience in performance measurement and optimization
Excellent communication and presentation skills with ability to influence and align stakeholders at all organizational levels
Proven skills in translating strategy into practical, scalable solutions.

Additional Preferred Qualifications:

Experience in financial services, data/analytics, or B2B SaaS environments with complex product portfolios.
Led revenue integration for acquisitions, including GTM alignment and post-close execution.
Owned or governed commercial programs including incentive tracking and referral processes, with strong control of rules, attribution, and performance monitoring.
Strong analytical capability, including KPI framework design and adoption measurement to drive performance and accountability.
Built scalable seller effectiveness systems—centralized playbooks/knowledge hubs, integrated enablement + communications + incentives—and leveraged AI/automation/advanced analytics to scale impact and improve decision-making.

Right to Work Requirements:

This role is limited to persons with indefinite right to work in the United States.

We require all external candidates who reach the final stage of our interview process to attend at least one in-person interview, which is ordinarily at your nearest S&P Global office. This must be completed before we can proceed to an offer.

About S&P Global Market Intelligence

At S&P Global Market Intelligence, a division of S&P Global we understand the importance of accurate, deep and insightful information. Our team of experts delivers unrivaled insights and leading data and technology solutions, partnering with customers to expand their perspective, operate with confidence, and make decisions with conviction.

For more information, visit www.spglobal.com/marketintelligence.

What’s In It For You?

Our Mission:

Advancing Essential Intelligence.

Our People:

We're more than 35,000 strong worldwide—so we're able to understand nuances while having a broad perspective. Our team is driven by curiosity and a shared belief that Essential Intelligence can help build a more prosperous future for us all.From finding new ways to measure sustainability to analyzing energy transition across the supply chain to building workflow solutions that make it easy to tap into insight and apply it. We are changing the way people see things and empowering them to make an impact on the world we live in. We’re committed to a more equitable future and to helping our customers find new, sustainable ways of doing business. Join us and help create the critical insights that truly make a difference.

Our Values:

Integrity, Discovery, Partnership

Throughout our history, the world's leading organizations have relied on us for the Essential Intelligence they need to make confident decisions about the road ahead. We start with a foundation of integrity in all we do, bring a spirit of discovery to our work, and collaborate in close partnership with each other and our customers to achieve shared goals.

Benefits:

We take care of you, so you can take care of business. We care about our people. That’s why we provide everything you—and your career—need to thrive at S&P Global.

Our benefits include:

Health & Wellness: Health care coverage designed for the mind and body.
Flexible Downtime: Generous time off helps keep you energized for your time on.
Continuous Learning: Access a wealth of resources to grow your career and learn valuable new skills.
Invest in Your Future: Secure your financial future through competitive pay, retirement planning, a continuing education program with a company-matched student loan contribution, and financial wellness programs.
Family Friendly Perks: It’s not just about you. S&P Global has perks for your partners and little ones, too, with some best-in class benefits for families.
Beyond the Basics: From retail discounts to referral incentive awards—small perks can make a big difference.

For more information on benefits by country visit: https://spgbenefits.com/benefit-summaries

Global Hiring and Opportunity at S&P Global:

At S&P Global, we are committed to fostering a connected and engaged workplace where all individuals have access to opportunities based on their skills, experience, and contributions. Our hiring practices emphasize fairness, transparency, and merit, ensuring that we attract and retain top talent. By valuing different perspectives and promoting a culture of respect and collaboration, we drive innovation and power global markets.

Recruitment Fraud Alert:

If you receive an email from a spglobalind.com domain or any other regionally based domains, it is a scam and should be reported to reportfraud@spglobal.com. S&P Global never requires any candidate to pay money for job applications, interviews, offer letters, “pre-employment training” or for equipment/delivery of equipment. Stay informed and protect yourself from recruitment fraud by reviewing our guidelines, fraudulent domains, and how to report suspicious activity here.

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Equal Opportunity Employer

S&P Global is an equal opportunity employer and all qualified candidates will receive consideration for employment without regard to race/ethnicity, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, marital status, military veteran status, unemployment status, or any other status protected by law. Only electronic job submissions will be considered for employment.

If you need an accommodation during the application process due to a disability, please send an email to: EEO.Compliance@spglobal.com and your request will be forwarded to the appropriate person. 

US Candidates Only: Know Your Rights: Workplace discrimination is illegal

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103 - Middle Management (EEO Job Group) (inactive), 10 - Officials or Managers (EEO-2 Job Categories-United States of America), SLSGRP103.2 - Middle Management Tier II (EEO Job Group)