Senior Compensation Partner, Sales & Marketing

Job Requisition ID #
26WD102050
Position SummaryThe 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.
ResponsibilitiesBusiness 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 clear 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 regional nuances for Sales teams in countries with large sales populations
Key Partners
People Business Partners and People Consultants: closest day-to-day partners;
PBPs lead the business relationship and the CBP brings compensation expertise
Talent Acquisition: offer positioning, offer exceptions, and internal transfers for sales roles
COO Sales and go-to-market leaders: engaged together with the PBP
Sales Compensation, Sales Operations, and Go-to-Market Strategy & Operations: sales plan alignment, sales performance management, and Workday and downstream system timing
Performance & Total Rewards teams: Enablement & Operations, Executive Compensation, International Rewards, M&A, and Performance
Finance, Legal, People Data Services, and People Analytics: budgets and guardrails, compliance, data quality, and reporting
Minimum Qualifications
8-10+ years of progressive experience in compensation partnering, with a focus on sales compensation or GTM compensation preferred;
global technology or software company experience preferred
Bachelor's degree in Human Resources, Business, Finance, Economics, or related field, or equivalent experience
Hands-on experience with sales compensation or commissioned roles, including OTE (on-target earnings), base/commission pay mix, and how sales incentive plans interact with base pay and job architecture highly preferred
Working knowledge of compensation design, job leveling and architecture, salary structures, market pricing, incentive plans, and equity compensation
Strong business acumen and analytical skills, including compensation modeling, market data interpretation, and advanced Excel, with the ability to turn complex data into clear recommendations
Ability to advise and influence senior leaders and HR partners, and to work in alignment with People Business Partners
Excellent written and verbal communication skills, including the ability to explain technical topics simply
Works with high degree of discretion in handling confidential information
Preferred Qualifications
Experience supporting a Sales or GTM (go-to-market) organization at a global software company, including fiscal-year-start planning and territory, hierarchy, and job profile changes in the HCM system
Experience with global compensation programs and multi-country regulatory requirements
Familiarity with Workday (compensation planning and job architecture), Radford or similar market data sources, and planning tools such as Anaplan
Experience with SQL, Tableau, Power BI, or similar analytics tools, and with using AI or automation to streamline compensation processes
Certified Compensation Professional (CCP) or similar credential
Experience supporting mergers and acquisitions, including pay transitions between commission and non-commission plans
The Ideal Candidate
Data-led, not data-dependent:
Anchors decisions in data and offers a clear perspective based on experience and judgment when the data is ambiguous
Strategic, not transactional:
Engages the Sales business at the level of outcomes and asks why, not just how
Proactive, not reactive:
Identifies gaps and risks before they escal…
Trusted and transparent:
Protects confidentiality, maintains objectivity, and gives consistent, honest counsel, even when that means pushing back
Partnership and business context:
Works in alignment with PBPs, builds a deep understanding of Sales organizational context and talent risk, and brings in the right partners at the right time
Scalable and efficient:
Builds frameworks, tools, and enablement materials that multiply impact beyond one-to-one conversations
Learn MoreAbout AutodeskWelcome to Autodesk! Amazing things are created every day with our software – from the greenest buildings and cleanest cars to the smartest factories and biggest hit movies. We help innovators turn their ideas into reality, transforming not only how things are made, but what can be made.
We take great pride in our culture here at Autodesk – it’s at the core of everything we do. Our culture guides the way we work and treat each other, informs how we connect with customers and partners, and defines how we show up in the world.
When you’re an Autodesker, you can do meaningful work that helps build a better world designed and made for all. Ready to shape the world and your future? Join us!
BenefitsFrom health and financial benefits to time away and everyday wellness, we give Autodeskers the best, so they can do their best work. Learn more about our benefits in the U.S. by visiting
Salary transparencySalary is one part of Autodesk’s competitive compensation package. For U.S.-based roles, we expect a starting base salary between $126,000 and $226,270. Offers are based on the candidate’s experience and geographic location, and may exceed this range. In addition to base salaries, our compensation package may include annual cash bonuses, commissions for sales roles, stock grants, and a comprehensive benefits package.
Equal Employment OpportunityAt 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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In-Person Onboarding and Identity VerificationThis role may require in-person onboarding and/or in-person ID verification.
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