Job Requisition ID #
Position Overview
The Director of Compensation, Business Partners is a senior leader within the Total Rewards organization responsible for shaping and operationalizing compensation strategies that support a fast-paced, innovation-driven tech environment. This role partners closely with HR Business Partners, business unit leaders, corporate functions, and executive stakeholders to build compensation programs that attract top technical talent, reward high performance, and scale with company growth. The Director leads a team of compensation business partners who consult across multiple tech business units and global regions.’
Responsibilities
Strategic Leadership
Develop compensation strategies tailored for the tech sector, balancing market competitiveness, pay equity, and the need to attract scarce technical talent
Advise senior leaders across Engineering, Product, Design, AI/ML, and Sales on compensation trends, including equity market dynamics and global tech labor competition
Align compensation frameworks with the company’s growth stage—whether scaling, entering new markets, or optimizing post-IPO or post-merger structures.
Compensation Program Management
Lead the design and governance of compensation structures specific to the tech industry, such as equity-centric reward programs, differentiated technical job ladders, and variable pay structures for high-impact teams
Oversee annual compensation cycles, including merit, equity grants, and bonus planning, ensuring alignment with engineering velocity, product milestones, and business outcomes
Partner with Total Rewards leadership to benchmark against peer tech companies and emerging tech talent markets
Business Partnership & Consulting
Lead a team of compensation business partners who provide strategic consulting to HR Business Partners and leaders across Engineering, Product, Cloud/SaaS, Corporate Functions, and Go-to-Market teams
Advise leaders on compensation decisions for hiring (including for critical skill roles), promotions, reorganizations, retention strategies, and off-cycle adjustments
Use data analytics, market intelligence, and workforce insights to inform talent strategies in high-growth or competitive tech labor markets
Governance, Compliance & Risk Management
Ensure compliance with evolving pay transparency laws, global worker classification rules, and tech-sector equity regulations
Strengthen governance around job architecture, leveling frameworks for technical roles (e.g., IC vs. Manager tracks), and equity granting guidelines
Partner with Legal, Finance, and Audit on risk mitigation, pay equity analyses, and compensation-related disclosures
Team Leadership & Development
Lead, mentor, and develop a high-performing team of compensation professionals skilled in tech industry practices
Promote a culture of innovation, collaboration, experimentation, and data-driven decision-making within the compensation team
Foster strong partnerships with HR, Talent Acquisition, and People Analytics teams
Cross-Functional Collaboration
Work closely with HRIS and People Analytics teams to leverage technology (e.g., Workday, compensation modeling tools, dashboards) to support scalable compensation processes
Partner with Finance to align compensation strategies with financial planning, forecasting of equity burn rates, and long-term incentive design
Collaborate with Talent Acquisition to ensure competitive offers and proactive hiring strategies for hard-to-fill technical roles
Minimum Qualifications
Bachelor’s degree required; Master’s degree in HR, Business, Finance, or related field preferred
10+ years of progressive compensation experience, with at least 5 years in a leadership role, ideally within the tech industry or supporting technical organizations
Experience in fast-growth tech, SaaS, hardware, AI/ML, or global engineering organizations strongly preferred; global compensation experience is a plus
CCP (Certified Compensation Professional) or similar certification strongly preferred
Preferred Qualifications
Expertise in tech-specific compensation practices, including compensation principles, market benchmarking, job architecture, incentives, regulatory compliance, equity programs, technical leveling frameworks, and global market pricing
Strong analytical and financial modeling skills, forecast compensation costs, and interpret market data with proficiency in compensation tools and HRIS platforms (e.g., Workday)
Advanced Excel expertise and ability to create, organize and manipulate large sets of data in complex Excel spreadsheets
Exceptional ability to influence executives in a matrixed, fast-moving environment and communicate complex topics with clarity
Deep understanding of pay transparency laws, global compensation compliance, and tech-sector talent trends
Leverages strategic focus, and pragmatism, coupled with highly analytical thinking and meticulous attention to detail
Excellent communication skills, including ability to simplify complex topics for diverse audiences
Comfortable partnering and communicating with all levels within organization
Strategic thinker with strong execution capability and a continuous improvement mindset
Learn More
About Autodesk
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At Autodesk, we're building a diverse workplace and an inclusive culture to give more people the chance to imagine, design, and make a better world. Autodesk is proud to be an equal opportunity employer and considers all qualified applicants for employment without regard to race, color, religion, age, sex, sexual orientation, gender, gender identity, national origin, disability, veteran status or any other legally protected characteristic. We also consider for employment all qualified applicants regardless of criminal histories, consistent with applicable law.
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