Vice President, Rewards

Job Requisition  #

24WD75849

The Vice President of Total Rewards is a critical People and Places leadership team member and will directly report to the Chief People Officer. This thought leader and innovator will spearhead the evolution of Autodesk's total rewards and recognition philosophy and mechanisms and be part of the ongoing transformation of Autodesk's People and Places organization. This role will lead to broad-based employee compensation, executive compensation, and benefits.

The Vice President of Total Rewards will continue to elevate Autodesk's Compensation & Benefits strategy to align with the goals of the company and support continued growth. This leader will be responsible for planning, designing, implementing, managing, and overseeing the execution of all compensation and benefits programs to attain Autodesk's business objectives, maintain Autodesk's competitive position in the marketplace, as well as comply with all country laws and regulations.

The Vice President of Total Rewards will lead and continue to build a high-performing team, along with the next generation of talent, to add to the bench strength of the global People and Places organization.

This role can be hybrid, remote or office-based.

• Provide expertise regarding the strategic design, implementation, communication, and execution of the Company's compensation programs, including salary, annual, and long-term employee incentives
• Proactively review executive compensation matters and trends and recommend compensation structure adjustments, including annual and long-term cash incentive plan design changes, target bonus levels, salary structures, equity award guidelines, and benefit programs
• Evolve and drive global total rewards strategies to ensure Autodesk programs are inclusive and attract and retain talent in every region
• Lead the compensation and benefits planning processes and ensure significant risks and opportunities are articulated and highlighted
• Prepare and present analyses, materials, and recommendations to senior leadership and the Compensation Committee of the Board of Directors
• Engage effectively, proactively, and thoughtfully with the Board of Directors
• Work with Autodesk's Investor Relations team and participate in shareholder outreach calls to represent Autodesk's Total Rewards approaches, Executive Compensation, and other areas of People Practices
• Provide leadership for the implementation of Autodesk's revised job architecture, ensuring that it enables broader people and talent programs as well as market competitive compensation programs, aligned with Autodesk's overall philosophy
• Promote and articulate a strong linkage between rewards, Diversity and Belonging (D&B), and ESG programs
• Remain visible and accessible to the broader base of leaders, managers, and employees to promote understanding and support for Autodesk reward programs, including country managers, ERG leaders, and other key stakeholder groups
• Maintain a global perspective and ability to ensure the effectiveness of worldwide programs and lead a global team
• Think outside of the box and advance creative remuneration solutions

Business Acumen

• Deep understanding of Autodesk's business models and strategies
• Strong executive presence, capable of effectively presenting ideas and recommendations to all organizational levels, including the Board of Directors and Shareholders, both verbally and in writing
• Grasps complexities and connections among problems or issues, able to prioritize elements that will most drive Autodesk's success
• Excellent listener possessing deep customer empathy
• Expert analytical capabilities, particularly the ability to identify market gaps in all elements of global total reward programs and risks

Setting Strategy

• A systems thinker with an open and proactive approach that emphasizes anticipating problems before they arise
• The inclination to seek and analyze data from a variety of sources to support decisions and to align others with the organization's overall strategy
• Skilled in balancing the need for change with the organization's capacity, setting realistic achievable and successful implementation goals

Executing for Results

• Sets clear and challenging goals while committing the organization to improved performance; tenacious and accountable in driving results but recognizes how to effect change without causing immediate and massive disruption
• A leader who is viewed by others as having a high degree of integrity and forethought in their approach to making decisions; act transparently and consistently while always considering what is best for the organization

Leading Teams

• One who will build succession and the next generation of leadership within the Total Rewards team
• Attracts and recruits top talent, motivates the team, delegates effectively, celebrates diversity, and manages performance; widely viewed as a strong developer of others
• A leader who is self-reflective and aware of their limitations leads by example and drives the…