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Job Description:
As a Director level role the scope will include a number of Autodesk-wide Director level expectations:
Planning and directing the development and implementation of business and people strategies that support meeting the function’s key financial and non-financial objectives.
KEY RESPONSIBILITIES
There are a total of 66 Employees and 23 Contingent workers in the Licence Compliance teams. They are responsible for:
Developing and driving strategies to ensure the revenue generation of Autodesk’s License Compliance software program.
Driving License Compliance campaign strategies to meet target and revenue goals.
Researching and identifying customers out of compliance.
Driving and initiating creative program strategies, collaborating, ensuring and influencing channel support of the programs.
Establishing and implementing guidelines to ensure consistencies while ensuring flexibility in creating and modifying strategy to meet needs of customers in different countries.
As a Director level role the scope will include a number of Autodesk-wide Director level expectations:
Planning and directing the development and implementation of business and people strategies that support meeting the function’s key financial and non-financial objectives.
Driving policy and program matters with executive staff recommending appropriate actions consistent with strategic and operating priorities of the Division.
Working in a collaborative manner, this position will evaluate and implement improvements to the function, developing and executing a plan that contributes to the success of the Division and Autodesk.
This position develops the annual budget and selects, develops, and evaluates personnel to ensure the efficient and effective operation of the function. The duties described in this document apply to both non-sales and sales positions.
OTHER AUTODESK DIRECTOR RESPONSIBILITIES:
Monitor effectiveness of policies, practices and processes to determine efficiency and effectiveness. Recommend improvements to achieve and deliver improved results. Implement and follow standards and policies as defined by Corporate and Division senior management; escalates exceptions or questionable practices to direct manager or senior management staff.
Regularly interacts with executives and/or major customers. Interactions frequently involve special skills, such as negotiating with customers or management or attempting to influence senior level leaders regarding matters of significance to the organization.
Responsible for management and development of resources (including consultants, vendors and remote workers, in different time zones). Responsible for selection, mentoring, coaching, performance management and assessment, and rewards and recognition. This includes team building with those from other units who participate on projects. Ensure proper performance management and rewards/recognition guidelines are followed within own team.
Works on complex issues where analysis of situations or data requires an in-depth knowledge of Autodesk. Participates in corporate development of methods, techniques and evaluation criteria for projects, programs, and people. Ensures budgets and schedules meet corporate requirements.
(May) lead or sponsor cross functional or intra-divisional projects for client organization or the Division, especially projects related to streamlining and/or improving processes and systems.
AUTODESK LEADERSHIP CORE COMPETENCIES:
THOUGHT LEADERSHIP:
Use Insightful Judgment: Identifies and analyzes information to make decisions and solve problems. Probes and looks past symptoms to determine the underlying causes of problems and issues Gathers and analyzes the most critical information needed to understand problems. Brings to bear the appropriate knowledge, information, and expertise in making decisions. Able to make decisions in the face of uncertainty and difficult circumstances.
Think Strategically: Applies appropriate strategic logic to decisions and initiatives. Integrates and balances big picture concerns with day-to-day activities. Conveys a thorough understanding of the strengths, weaknesses, opportunities, and threats of their department. Stays abreast of key competitor actions and their implications or threats to the business. Evaluates and pursues initiatives, investments (e.g. tools and systems), and opportunities based on their fit with Autodesk’s broader strategies.
Apply Business Acumen: Applies financial knowledge and methods to address business issues. Draws accurate conclusions from financial and quantitative information. Makes prudent decisions regarding expenditures. Identifies and uses the key financial indicators necessary to measure and manage business unit performance.
Innovate: Champions new ideas and initiatives and creates an environment that supports innovation. Generates innovative ideas and solutions to problems. Promotes new ways of looking at problems and processes across Divisions. Identifies and leads new cost saving initiatives.
Display Global Perspective: Understands the implications of working for a global company, establishes effective business operations across multiple countries and/or regions. Conveys an understanding of the department’s global market position, opportunities, capabilities, and competitive threats. Helps others develop a global mindset when looking at issues and problems. Factors cultural issues and cross geographic differences into account when making plans and decisions.
RESULTS LEADERSHIP:
Ensure Execution: Plans, executes, and improves work processes to ensure achievement of business goals. Delegates responsibility and conveys expectations to the appropriate staff. Monitors progress of groups and redirects efforts when goals change or are not met. Holds self, own group and other organizational leaders accountable for achieving goals. Ensures that others have the resources, information, authority and support needed to achieve objectives.
Build Business Plans: Develops plans, action steps, and timetables for projects; prepares realistic estimates of budget, staff, and other resources. Leads others in preparing business goals and realistic estimates of resource requirements (e.g., budget, headcount) needed to accomplish Division and department objectives. Establishes clear, realistic timelines for goal accomplishment. Identifies risks and assumptions in plans and coaches others in same. Builds systems to ensure goals stay relevant and valuable to the organization.
Focus on Customers: Ensures the delivery of exceptional customer service. Identifies and anticipates customer requirements, expectations, and needs. Creates systems and processes that make it easy for customers to do business with the company. Ensures that customer issues are resolved, pulling the right groups together to be in service for the customer. Seeks and responds to customer feedback.
Lead Boldly for Results: Demonstrates and fosters a sense of urgency and strong commitment to achieving goals, takes personal and organizational risks to do what is right to achieve organizational success, and supports others who do so. Encourages others to take appropriate risks, shaping an environment where people are empowered to step up and take responsibility. Demonstrates the courage to do what is right despite personal risk or discomfort. Encourages others to take appropriate risks, and helps them deal with the failure of well-reasoned ventures. Conveys a strong sense of urgency and drives issues to closure.
PEOPLE LEADERSHIP:
Influence Others: Presents a compelling case for ideas and initiatives via an appropriately chosen strategy. Ensures that proposals or arguments are supported by strong logic and a compelling business case, addressing all relevant factors. Generates enthusiasm for ideas by tapping into points of agreement and successfully addressing differences. Cultivates broad networks with key stakeholders to garner support and create a foundation for future influence.
Engage and Inspire: Articulates and inspires commitment to a plan of action aligned with organizational mission and goals. Fosters a sense of energy, ownership, and personal commitment to the work. Celebrates and rewards significant achievements of others. Conveys confidence in departments' ability to do their best. Encourages others to set challenging goals and high standards of performance.
Build Talent: Ensures the availability and development of the talent needed to meet current and future organizational goals. Identifies and attracts key individuals with the critical capabilities needed within department. Provides useful real-time coaching to others. Shapes roles and assignments in ways that leverage and develop people's capabilities. Develops successors to ensure availability of future talent.
Build Collaborative Relationships: Develops and maintains constructive, open relationships with others, fosters a sense of teamwork and facilitates the effective interaction and contribution of others to achieve goals. Discourages "we vs. they" thinking to ensure more cross-divisional and departmental cooperation. Appropriately involves others in decisions and plans that affect them. Addresses conflicts directly and constructively, focusing on how to be in service for the customer. Cultivates networks with people across a variety of functions and locations. Breaks through organizational silos and removes barriers to collaboration and teamwork.
Foster Open Communication: Keeps people up-to-date with information; listens attentively and with empathy to concerns expressed by others; encourages others to express their views, even contrary ones; speaks clearly and concisely. Uses mature directness in sharing ideas viewpoints with others. Uses a range of communication styles to fully engage the audience and maximize impact. Ensures that key messages are distributed across departments. Coaches others to create effective communication plans.
PERSONAL LEADERSHIP:
Inspire Trust: Gains the confidence and trust of others through principled leadership and sound business ethics. Treats others fairly and consistently. Shows consistency between words and actions. Has a consistent track record of delivering on commitments. Accepts responsibility for one's own performance and actions. Confronts actions that are or border on the unethical.
Adapt and Learn: Works to learn and develop from experience and from others; deals effectively with ambiguity and change and adapts appropriately to new situations. Invests in learning – personally and for staff -- to help grow new skills and perspectives. Willingly adapts to shifting or competing priorities. Demonstrates an appropriate level of composure and patience under trying circumstances. Demonstrates the desire to try new things, even at the risk of failure. Seeks feedback to enhance performance. Learns from past performance and experience.
Pass it on for Referral Bonus. Not the right role for you, but know someone we should meet? Share with him to earn $1,000 referral bonus.
Job Description:
As a Director level role the scope will include a number of Autodesk-wide Director level expectations:
Planning and directing the development and implementation of business and people strategies that support meeting the function’s key financial and non-financial objectives.
There are a total of 66 Employees and 23 Contingent workers in the Licence Compliance teams. They are responsible for:
Developing and driving strategies to ensure the revenue generation of Autodesk’s License Compliance software program.
Driving License Compliance campaign strategies to meet target and revenue goals.
Researching and identifying customers out of compliance.
Driving and initiating creative program strategies, collaborating, ensuring and influencing channel support of the programs.
Establishing and implementing guidelines to ensure consistencies while ensuring flexibility in creating and modifying strategy to meet needs of customers in different countries.
As a Director level role the scope will include a number of Autodesk-wide Director level expectations:
Planning and directing the development and implementation of business and people strategies that support meeting the function’s key financial and non-financial objectives.
Driving policy and program matters with executive staff recommending appropriate actions consistent with strategic and operating priorities of the Division.
Working in a collaborative manner, this position will evaluate and implement improvements to the function, developing and executing a plan that contributes to the success of the Division and Autodesk.
This position develops the annual budget and selects, develops, and evaluates personnel to ensure the efficient and effective operation of the function. The duties described in this document apply to both non-sales and sales positions.
OTHER AUTODESK DIRECTOR RESPONSIBILITIES:
Monitor effectiveness of policies, practices and processes to determine efficiency and effectiveness. Recommend improvements to achieve and deliver improved results. Implement and follow standards and policies as defined by Corporate and Division senior management; escalates exceptions or questionable practices to direct manager or senior management staff.
Regularly interacts with executives and/or major customers. Interactions frequently involve special skills, such as negotiating with customers or management or attempting to influence senior level leaders regarding matters of significance to the organization.
Responsible for management and development of resources (including consultants, vendors and remote workers, in different time zones). Responsible for selection, mentoring, coaching, performance management and assessment, and rewards and recognition. This includes team building with those from other units who participate on projects. Ensure proper performance management and rewards/recognition guidelines are followed within own team.
Works on complex issues where analysis of situations or data requires an in-depth knowledge of Autodesk. Participates in corporate development of methods, techniques and evaluation criteria for projects, programs, and people. Ensures budgets and schedules meet corporate requirements.
(May) lead or sponsor cross functional or intra-divisional projects for client organization or the Division, especially projects related to streamlining and/or improving processes and systems.
AUTODESK LEADERSHIP CORE COMPETENCIES:
THOUGHT LEADERSHIP:
Use Insightful Judgment: Identifies and analyzes information to make decisions and solve problems. Probes and looks past symptoms to determine the underlying causes of problems and issues Gathers and analyzes the most critical information needed to understand problems. Brings to bear the appropriate knowledge, information, and expertise in making decisions. Able to make decisions in the face of uncertainty and difficult circumstances.
Think Strategically: Applies appropriate strategic logic to decisions and initiatives. Integrates and balances big picture concerns with day-to-day activities. Conveys a thorough understanding of the strengths, weaknesses, opportunities, and threats of their department. Stays abreast of key competitor actions and their implications or threats to the business. Evaluates and pursues initiatives, investments (e.g. tools and systems), and opportunities based on their fit with Autodesk’s broader strategies.
Apply Business Acumen: Applies financial knowledge and methods to address business issues. Draws accurate conclusions from financial and quantitative information. Makes prudent decisions regarding expenditures. Identifies and uses the key financial indicators necessary to measure and manage business unit performance.
Innovate: Champions new ideas and initiatives and creates an environment that supports innovation. Generates innovative ideas and solutions to problems. Promotes new ways of looking at problems and processes across Divisions. Identifies and leads new cost saving initiatives.
Display Global Perspective: Understands the implications of working for a global company, establishes effective business operations across multiple countries and/or regions. Conveys an understanding of the department’s global market position, opportunities, capabilities, and competitive threats. Helps others develop a global mindset when looking at issues and problems. Factors cultural issues and cross geographic differences into account when making plans and decisions.
RESULTS LEADERSHIP:
Ensure Execution: Plans, executes, and improves work processes to ensure achievement of business goals. Delegates responsibility and conveys expectations to the appropriate staff. Monitors progress of groups and redirects efforts when goals change or are not met. Holds self, own group and other organizational leaders accountable for achieving goals. Ensures that others have the resources, information, authority and support needed to achieve objectives.
Build Business Plans: Develops plans, action steps, and timetables for projects; prepares realistic estimates of budget, staff, and other resources. Leads others in preparing business goals and realistic estimates of resource requirements (e.g., budget, headcount) needed to accomplish Division and department objectives. Establishes clear, realistic timelines for goal accomplishment. Identifies risks and assumptions in plans and coaches others in same. Builds systems to ensure goals stay relevant and valuable to the organization.
Focus on Customers: Ensures the delivery of exceptional customer service. Identifies and anticipates customer requirements, expectations, and needs. Creates systems and processes that make it easy for customers to do business with the company. Ensures that customer issues are resolved, pulling the right groups together to be in service for the customer. Seeks and responds to customer feedback.
Lead Boldly for Results: Demonstrates and fosters a sense of urgency and strong commitment to achieving goals, takes personal and organizational risks to do what is right to achieve organizational success, and supports others who do so. Encourages others to take appropriate risks, shaping an environment where people are empowered to step up and take responsibility. Demonstrates the courage to do what is right despite personal risk or discomfort. Encourages others to take appropriate risks, and helps them deal with the failure of well-reasoned ventures. Conveys a strong sense of urgency and drives issues to closure.
PEOPLE LEADERSHIP:
Influence Others: Presents a compelling case for ideas and initiatives via an appropriately chosen strategy. Ensures that proposals or arguments are supported by strong logic and a compelling business case, addressing all relevant factors. Generates enthusiasm for ideas by tapping into points of agreement and successfully addressing differences. Cultivates broad networks with key stakeholders to garner support and create a foundation for future influence.
Engage and Inspire: Articulates and inspires commitment to a plan of action aligned with organizational mission and goals. Fosters a sense of energy, ownership, and personal commitment to the work. Celebrates and rewards significant achievements of others. Conveys confidence in departments' ability to do their best. Encourages others to set challenging goals and high standards of performance.
Build Talent: Ensures the availability and development of the talent needed to meet current and future organizational goals. Identifies and attracts key individuals with the critical capabilities needed within department. Provides useful real-time coaching to others. Shapes roles and assignments in ways that leverage and develop people's capabilities. Develops successors to ensure availability of future talent.
Build Collaborative Relationships: Develops and maintains constructive, open relationships with others, fosters a sense of teamwork and facilitates the effective interaction and contribution of others to achieve goals. Discourages "we vs. they" thinking to ensure more cross-divisional and departmental cooperation. Appropriately involves others in decisions and plans that affect them. Addresses conflicts directly and constructively, focusing on how to be in service for the customer. Cultivates networks with people across a variety of functions and locations. Breaks through organizational silos and removes barriers to collaboration and teamwork.
Foster Open Communication: Keeps people up-to-date with information; listens attentively and with empathy to concerns expressed by others; encourages others to express their views, even contrary ones; speaks clearly and concisely. Uses mature directness in sharing ideas viewpoints with others. Uses a range of communication styles to fully engage the audience and maximize impact. Ensures that key messages are distributed across departments. Coaches others to create effective communication plans.
PERSONAL LEADERSHIP:
Inspire Trust: Gains the confidence and trust of others through principled leadership and sound business ethics. Treats others fairly and consistently. Shows consistency between words and actions. Has a consistent track record of delivering on commitments. Accepts responsibility for one's own performance and actions. Confronts actions that are or border on the unethical.
Adapt and Learn: Works to learn and develop from experience and from others; deals effectively with ambiguity and change and adapts appropriately to new situations. Invests in learning – personally and for staff -- to help grow new skills and perspectives. Willingly adapts to shifting or competing priorities. Demonstrates an appropriate level of composure and patience under trying circumstances. Demonstrates the desire to try new things, even at the risk of failure. Seeks feedback to enhance performance. Learns from past performance and experience.
Pass it on for Referral Bonus. Not the right role for you, but know someone we should meet? Share with him to earn $1,000 referral bonus.
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