Engine - Senior Director, Workforce Transformation

• Redesign roles and career pathways as AI absorbs tasks, partnering with functional leaders on the workforce implications of every AI-driven redesign, so we're planning for the workforce we're becoming, not the one we were. • Define the skills Engine's workforce needs next; technical, judgment-based, and AI-fluent, and lead the shift from role-based to skills-based rewards, career development, and workforce planning as AI reshapes what work looks like. • Make AI fluency a real capability across the workforce, not a slogan, not a one-time training, but a durable competency the company builds toward through enablement, training, and manager development. • Governance & Responsible Use • Set enterprise policy for how AI is deployed in people and business decisions, including privacy, fairness, explainability, and human oversight, in partnership with Legal, Compliance, and IT. • Build the risk oversight and controls that let Engine move fast with AI without incurring the failure modes that other companies are learning about publicly. • AI-native operator: Uses AI in your own work, understands LLMs, agents, and evaluations well enough to hold builders accountable, and thinks about how to bring AI-native rigor to the workforce function itself. • AI-native operator: • Transformation & operating-model leadership: Has stood up measurement systems, job architecture, and workforce planning that changed how an organization actually operates, not just how it reports. • Transformation & operating-model leadership: • Capacity and operating-model thinking: Thinks in units of work and capacity, not just headcount. Comfortable modeling productivity, cost, and quality tradeoffs across FTEs, BPO, contractors, and AI agents to recommend the right workforce mix. • Capacity and operating-model thinking: • Forward-looking workforce judgment: Anticipates how AI is reshaping roles, skills, and career pathways, and builds ahead of the curve rather than in reaction to it. • Forward-looking workforce judgment: • Skills-based workforce design: Has architected role redesign, career architecture, leveling, and workforce planning for a workforce evolving under AI. • Change leadership: Proven ability to drive adoption and influence without authority across functions, especially with senior functional leaders who own their own redesigns. • Change leadership: • Consultative posture: A partner and challenger to functional leaders, not the decision-maker on their work. Authority lives in the insights, not the fiat. • Consultative posture: • Responsible-AI judgment: Knows AI's limits and builds privacy, fairness, and human oversight into people decisions from the start. • Responsible-AI judgment: • Applications for this role will be accepted through November 10th, 2026 or until the role is filled. We encourage you to apply early, as we may begin reviewing applications before the deadline. • 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.