Engine - Director, Total Rewards

• Anticipate how AI is changing the workforce - fewer transactional roles, more specialized and AI-fluent ones - and what that means for skills demand, market supply, and what talent is worth. • Anticipate how AI is changing the workforce • Evolve toward skills-based rewards and job architecture - keeping pace with how work and value are shifting, not just historical benchmarks. • Evolve toward skills-based rewards and job architecture • Partner with functional leaders on the comp implications of every automation, role redesign, and new-role decision - so we're pricing talent correctly as the workforce evolves. • Partner with functional leaders • Use rewards to incentivize high performance - differentiated, pay-for-impact compensation that attracts and retains top performers and reinforces a high-caliber team. • Use rewards to incentivize high performance • Keep Engine ahead of the market - continuously benchmark and adjust philosophy, bands, and structures as we scale and as roles evolve, rather than setting and forgetting. • Keep Engine ahead of the market • Design for geographic scale - build comp philosophy and infrastructure that supports multi-market hiring, geo-differentiation strategy, and international expansion as Engine grows. • Design for geographic scale • Lead pay transparency and equity - build the systems, communications, and analytics that make pay bands and philosophy legible to employees, defensible to regulators, and audited continuously for equity across gender, race, geography, and tenure. • Lead pay transparency and equity • Keep benefits modern and culturally aligned - a differentiated, competitive offering that scales with the company and signals we invest in our people. • Keep benefits modern and culturally aligned • Make equity legible and valued - build the education, tools, and communications infrastructure that helps every employee understand what their equity is worth, when to make decisions about it, and how it compounds as Engine grows. • Make equity legible and valued • Scale & Partnership • Scale & Partnership • Build the data, modeling, and market intelligence to make Total Rewards a predictive and forward-looking function. • Build the data, modeling, and market intelligence • Ensure programs are competitive, compliant across states, and scalable - and remove single-points-of-failure. • Ensure programs are competitive, compliant across states, and scalable • Modernize the comp tech stack - evaluate, implement, and optimize the platforms that turn Total Rewards from a spreadsheet-heavy function into a real-time, decision-support capability for leaders. • Deep equity expertise - has architected Series C to exit-stage scenarios, with deep understanding of founder ownership dynamics, options-to-RSU transitions, dilution modeling, and executive equity strategy. • Deep equity expertise • Strong analytics - advanced modeling and fluency with modern comp/HR systems and market data (e.g., Workday, Radford, Pave). • Strong analytics • Executive presence and influence - a builder who operates hands-on while setting and selling strategy, and a trusted advisor executive leaders turn to on their most complex people, comp, and equity questions. • Executive presence and influence • CompensationOur compensation packages are based on several factors, including your experience, expertise, and location. In addition to a competitive base salary, all roles receive equity. Depending on the role, total compensation may also include an annual bonus. Your recruiter will share your complete compensation package as you move through the process. • $225,000—$275,000 USD • The Engine Edge: Perks & CompensationWe believe in rewarding great work with great benefits: • Compensation: Competitive base pay tied to role and experience, with equity for all employees. Some roles are also eligible for bonuses or commissions. • Benefits: Check out our full list at engine.com/culture • Environments for Success: Different roles have different needs in terms of the environments that drive success which is why we have a hybrid-hub model. Whether you are in one of our amazing offices or fully remote, we'll make sure you have what you need to succeed. • Environments for Success: • Perks and benefits may vary based on employment type, location, and more