Compensation Designer (m/f/d) at Autodoc3

Where your expertise is needed:  We are committed to creating an environment where every team member feels a strong sense of impact, purpose, and belonging — whether they are working in our offices, warehouses, or remotely. Join us as we accelerate towards becoming the leading tech ecosystem in the automotive world. Catch the ride with AUTODOC!   Job Purpose: To support our evolving tech ecosystem, we are scaling our Rewards function with someone who operates at the intersection of compensation design and human psychology. You will own the full reward cycle — from data packs and benchmarking to compensation design and compliance — but what sets this role apart is the lens you bring to that work. You don’t just report that comp ratios are low and budgets are tight. You connect that reality to what your own research tells you matters most to AUTODOCers, and you come back with a grounded, evidence-backed proposal for how to bridge the gap. That might be a restructured benefit, a recognition mechanic, or a shift in how we communicate value — but it will always be rooted in both data and an understanding of what actually moves people. This is a hands-on, ground-level research and design role. You are the person who turns operational reward data into human insight, and human insight into action. In this role, you directly shape the daily experience of AUTODOCers across 13 European countries by building a transparent, purpose-driven Employee Value Proposition that earns trust — not just attention.   Responsibilities: Behavioural • Apply behavioural science and motivational psychology to reward design — understanding how compensation structures, recognition mechanics and benefit choices influence individual behaviour, team dynamics and retention. • Use diagnostic and predictive analytics to go beyond reporting: model the likely impact of reward decisions on attrition risk and employee motivation before they are made, and come back with prescriptive, data-backed recommendations. • When budget constraints exist — low comp ratios, tight ASR cycles — identify and make the evidence-based case for the non-cash or benefit-led levers most likely to bridge the gap for specific employee segments.Operational • Prepare data packs, scenario modelling and multiplier analysis for ASR, STI and LTI cycles. Ensure inputs are accurate and timely for the Compensation Committee. • Maintain grade definitions, role family documentation and cross-functional levelling consistency. Support benchmarking by gathering and organising market data. • Track benefits utilisation, uptake and eligibility across all markets. Own operational relationships with benchmarking data suppliers. • Monitor compensation legislation across all operating countries. Support ROI and EVP tracking using established measurement frameworks.Bringing it to People • Act as first point of contact for HRBPs and hiring managers on reward queries — job offers, salary adjustments and compensation communications — bringing both speed and the reasoning behind your guidance. • Connect directly with AUTODOCers throughout Europe through surveys and interviews to understand what genuinely drives engagement. Translate qualitative and quantitative signals into structured findings that shape reward design. • Track AUTODOC’s reward competitiveness across all geographies and talent pools. Feed evidence-based findings into benefits design with a clear motivational rationale, not just market positioning.