Job Requisition ID #

26WD102050

Position Summary

The Senior Compensation Business Partner, Sales & Marketing is the trusted compensation advisor to Autodesk's Sales organization within the COO, covering both commissioned and non-commissioned roles. Working in step with COO People Business Partners (PBPs), you translate Autodesk's total rewards philosophy into practical, business-aligned decisions on pay, promotions, job leveling, retention, and offers. You bring global market intelligence, analytical rigor, and sound judgment to complex compensation questions, from a single offer to a company-wide pay framework. You help Sales leaders hire, grow, and retain the talent behind Autodesk's go-to-market success, while upholding equity, governance, and compliance.

This position will report to our Director, Compensation Business Partner, and it is a hybrid role, based out of Denver, Portland, Toronto, or Vancouver.

Responsibilities

Business Partnership and Advisory

- Serve as the primary compensation resource for the COO Sales client group. Partner with COO PBPs, who lead the business relationship, along with People Consultants (PCs) and Talent Acquisition (TA). Engage Sales leaders alongside the PBP so business context and expectations stay aligned
- Serve as the escalation point for complex and high-judgment compensation matters, including pay recommendations, retention cases, offer exceptions, promotions, and job leveling, and provide clear, data-driven recommendations. Equip PBPs, PCs, and TA with consistent guidance so they can resolve routine questions on their own
- Support TA with competitive offer positioning for sales roles, including on-target earnings (OTE), base/commission pay mix, and equity guidelines




- Advise on promotions and job evaluation, including the quarterly Senior Director+ promotion calendar: leveling and evaluation requests, compensation analysis, and recommendations for review
- Guide PBPs and leaders through pay transitions between commission and non-commission roles, and through compensation implications of Sales organization changes
- Educate and enable PBPs, PCs, and managers on compensation philosophy, pay ranges, pay zones and compa-ratio, and decision frameworks for sales roles. Influence and challenge decisions when needed, balancing business needs with fairness, cost, and risk

Program Delivery

- Partner with Total Rewards Enablement & Operations to deliver Annual Compensation Planning (ACP) and Mid-Year Compensation Planning (MYCP) for the COO Sales population, including funding and budget guidance, Workday planner readiness and testing, calibration alignment with PBPs, and resolution of CBP-owned (red) flags
- Align ACP, MYCP, and promotion milestones with Sales-specific calendar needs, including fiscal-year start and Workday restricted periods. Work directly with Sales Operations, People Data Services, PBPs, and the business leaders who will feel the impact, so Day-1 fiscal-year changes such as territory, hierarchy, and job profile updates are not blocked
- Monitor budget usage, below-range-minimum cases, compa-ratio,



and pay mix compliance for the Sales population, and flag risks and exceptions early
- Prepare Sales-specific communications, quick-reference guides, and manager enablement, including guidance for commission and non-commission employees
- Manage and elevate complex or non-standard requests with a clear recommendation, supporting rationale, and approval path

Job Architecture, Market Data, and Governance

- Collaborate with Sales Compensation and Sales Operations teams so sales incentive plans align with Autodesk's job architecture, pay mix, and reward philosophy, and support sales plan governance in partnership with specialist teams
- Advise on job architecture for commissioned and non-commissioned sales roles, including job profiles, Sales Professional and Sales Representative tracks and levels, default job titles, and business title guidelines
- Analyze market survey data (such as Radford) and internal pay data to assess competitiveness, pay equity, compression, and OTE positioning for sales roles. Participate in sales-related benchmarking and peer company analysis
- Translate complex compensation data into transparent narratives for executive decision-making, including pool modeling, budget impact, and program effectiveness for the COO Sales population
- Use Workday, planning tools, dashboards, and AI and automation to reduce manual effort and improve speed and accuracy. Partner with People Analytics and People Data Services on data quality and workforce insights
- Ensure compensation practices comply with applicable laws and regulations, including pay transparency and pay equity. Work with International Rewards and country partners on re

📌 Senior Compensation Partner, Sales (Canada)
🏢 Autodesk
📍 Canada