Job Description

AUTODOC is the largest and fastest growing auto parts ecommerce platform in Europe.

Present across 27 countries with around 6,000 employees, AUTODOC generated revenue of over €1.8 billion in 2025, supplying more than 9.3 million active customers with its 7.8 million vehicle parts and accessories for car, truck, and motorcycle brands.

Curious minds, adventurous experts and tech-savvy professionals - one team, one billion euros revenue. Catch the ride.

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.

Qualifications

• Experience: Background in a reward, compensation & benefits, or HR operations role — you know how the mechanics work and can run them well.
• Mindset: Genuine curiosity about what motivates people. Whether that’s grounding in behavioural economics, organisational psychology, or simply a track record of asking ‘why does this matter to this person?’ before making a recommendation.
• Technical: Proficient in Excel, comfortable building models and scenarios. Experience with HRIS platforms (e.g. Workday) advantageous.
• Knowledge: Solid understanding of compensation principles, job levelling, benchmarking and benefits administration across multiple markets.
• Languages: Fluent English required; Russian is a strong plus.
• Drive: You bring a point of view. When you present a recommendation, you can explain the logic behind it — commercial, human, and psychological. You are driven by impact and take pride in building a Rewards landscape that goes above and beyond for employees.

Additional Information

What we offer:

• Competitive salaries based on your professional experience.
• Fast growing international company with stable employment.
• Annual vacation of 30 days and 1 additional day off on your birthday.
• Mental Wellbeing Program – providing you and your immediate family members with free and confidential mental and physical health support services for a wide range of personal and work-related issues.
• AUTODOC Corporate Discount to order parts for their own use at special discounted rates.
• Retail discounts of up to 75% on travel, technology, fashion and much more.
• Opportunities for advancement, further trainings (over 650 courses on soft and hard skills on our e-learning platform) and coaching.
• Free English and German language classes.
• Flexible working hours and hybrid work.
• Company pension scheme (Betriebliche Altersvorsorge mit Allianz).

We celebrate diversity and are committed to building teams that represent a variety of backgrounds, perspectives and skills. All employment is decided on the basis of qualifications, merit and business need.

AUTODOC does not accept unsolicited CVs from recruiters or employment agencies in response to the AUTODOC Careers page or an AUTODOC social media post. Any legal offering in this regard as well as any Terms and Conditions of recruiters or employment agencies are expressly rejected by AUTODOC. AUTODOC will not consider or agree to payment of any referral compensation or recruiter fee relating to these unsolicited CVs. AUTODOC explicitly reserves the right to hire those candidate(s) without any financial obligation to the recruiter or agency.