Job description

Job Requisition ID # 26WD100184 People Insights & Solution Design (PI-SD) owns the technology portfolio for People & Places (PPL), the HR and workplace organization supporting nearly 15,000 Autodesk employees worldwide. PI-SD builds the experience and intelligence layer above Workday and other systems of record, so the logic and insight generated by Autodesk s people and workplace data stay owned by Autodesk, not captured by vendors. Today, too much of that experience is fragmented across disconnected tools. We re moving PPL from that fragmented ecosystem to one seamless experience and intelligence layer, and we need Senior Product Managers to own that shift for an assigned domain, from problem definition through delivery, adoption, and ongoing optimization. You will work directly with engineering, experience design teams, PPL Centers of Excellence leaders, and senior leaders to translate ambiguous employee and business problems into product strategy, requirements and measurable outcomes for your domain customers. This role calls for genuine learning agility, not just product experience. The domains, tools, and skills it requires will keep shifting, especially as AI reshapes what a product team can own directly, and we need people who treat that as fuel, not friction. We re looking for product managers who look around corners: who surface risks and opportunities before they become executive escalations, who set direction and make significant calls with minimal oversight, and whose pace is limited by the organization, not by their own judgment or execution. Responsibilities Own product strategy and roadmap for an assigned PPL domain portfolio, for example Talent Acquisition, Talent Management, Compensation & Rewards, Employee Support & Services, Workplace & Travel Experience, or PI-SD s AI-enabled products, applying build versus buy principles and the six-dimension evaluation framework used across the PPL portfolio Own visibility across every tool, vendor, and contract in your domain, and drive renewal, divestment, and consolidation decisions backed by business cases through the quarterly PPL leadership technology review Translate ambiguous employee and business problems into clear product requirements, user stories, and acceptance criteria Own the experience and intelligence layer for your domain, keeping Workday and other systems of record as infrastructure while PPL owns the logic built on top of them Partner with ESE engineering teams daily through build and delivery, acting as the accountable product voice from requirements through launch Apply the vendor capture test to every AI capability in your domain: is it trained on data Autodesk owns and controls, or does it represent vendor capture of Autodesk s logic? Use AI directly in your own research, analysis, prioritization, and execution Build trust and alignment across technical and business stakeholders, and drive decisions without relying on direct authority Drive adoption of what you build, including bringing stakeholders who previously owned their own tech decisions through the transition to a centralized model with trust intact Define and own the KPIs for your domain, connecting product-level metrics to the broader PPL talent strategy, and build the dashboards and leading indicators that make performance visible before problems compound Identify portfolio risks, redundancies, and opportunities early, and bring recommendations, not open questions, to leadership before they surface as escalations Build new domain and technical fluency quickly as the portfolio and tools evolve, rather than waiting for structured training Learn More About Autodesk Welcome 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! Benefits From 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 benefits.autodesk.com Salary transparency Salary is one part of Autodesk’s competitive compensation package. For U.S.-based roles, we expect a starting base salary between $142,425 and $259,050. 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 Opportunity 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. Belonging We take pride in cultivating a culture of belonging where everyone can thrive. Learn more here: autodesk.com In-Person Onboarding and Identity Verification This role may require in-person onboarding and/or in-person ID verification. Are you an existing contractor or consultant with Autodesk? Please search for open jobs and apply internally (not on this external site).

Requirements

Must-haves

Job Requisition ID #
Own visibility across every tool, vendor, and contract in your domain, and drive renewal, divestment, and consolidation decisions backed by business cases through the quarterly PPL leadership technology review
Translate ambiguous employee and business problems into clear product requirements, user stories, and acceptance criteria
Own the experience and intelligence layer for your domain, keeping Workday and other systems of record as infrastructure while PPL owns the logic built on top of them
Partner with ESE engineering teams daily through build and delivery, acting as the accountable product voice from requirements through launch
Build trust and alignment across technical and business stakeholders, and drive decisions without relying on direct authority
Drive adoption of what you build, including bringing stakeholders who previously owned their own tech decisions through the transition to a centralized model with trust intact
Define and own the KPIs for your domain, connecting product-level metrics to the broader PPL talent strategy, and build the dashboards and leading indicators that make performance visible before problems compound
Identify portfolio risks, redundancies, and opportunities early, and bring recommendations, not open questions, to leadership before they surface as escalations
Build new domain and technical fluency quickly as the portfolio and tools evolve, rather than waiting for structured training

Nice-to-haves

None flagged.

Application prep

Use the role’s language and application details while tailoring your materials.

Keywords to mirror

Platform: workday
Effort: long

Benefits

Benefits detected in the listing.

Wellness