Senior Director, Enablement and Education Content Development
for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. Must not repeat job title. Must not include Job ID etc. Must preserve all substantive info, not invent or summarize away detail. Remove boilerplate, navigation, legal, EEO, scam-warning, duplicated lines, application instructions. Also remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions.
We need to parse the posting content.
Let's extract sections:
- Intro: "Hungry, Humble, Honest, with Heart. The Opportunity ..." This is about the role description. Could be "About the role" or maybe "Responsibilities". The posting includes "About The Team", "Your Role", "What You Will Bring". So we can map:
- "About The Team" -> maybe "About the role"? Actually "About The Team" is about team context. Could be "About the role" or "About the team". The instruction says use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we need to fit content into those headings.
We have:
- About the role: description of opportunity, what they're looking for, the challenge, etc.
- Responsibilities: list of duties: bring three content practices into one, merge teams, decide consolidation, design org structure, own catalog and taxonomy, own coverage, build assessments, make field able to create, stay ahead on tooling, get more from lean team, lead and develop team.
- Requirements/Qualifications: "What You Will Bring" includes deep experience leading content or curriculum development at scale, across more than one audience type, including technical content and hands-on labs; experience merging teams or practices; catalog and taxonomy discipline; record of getting more out of a small team; assessment design experience; genuine currency with modern content toolchain; experience building contribution and governance models; ability to say no; combination of customer-facing education experience; partner or channel content experience; localization at scale; experience working alongside a certification or credentialing function; willingness to travel internationally approx 25%.
- Skills: maybe not separate; could be included in Qualifications.
- Benefits: The posting mentions "Pay Transparency" with pay range but it's placeholder "$ and $". It says "Pay Transparency The pay range for this position at commencement of employment is expected to be between USD $ and USD $ per annual." That's not specific; it's placeholder. According to instruction: never emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Since pay range is not given (just placeholders), we should NOT include Pay section. Benefits: they mention total compensation may include sign-on bonus, RSU, discretionary awards, medical, financial, 401(k), paid time off. That's specific enough? It says "The total compensation package for this position may also include other elements, including a sign-on bonus, restricted stock units, and discretionary awards in addition to a full range of medical, financial, and/or other benefits (including 401(k) eligibility and various paid time off benefits, such as vacation, sick time, and parental leave), depending on the position offered." That's fairly generic but still mentions benefits. It's not placeholder like "varies". It's a description of benefits. So we could include a Benefits section with that info.
- Schedule: They have "Work Arrangement: Hybrid or Remote" with details about travel, office days. That's schedule/location info. So we can include a Schedule section.
- Also there is "Our application deadline is 40 days from the date of posting." That's application instruction; we should remove application instructions. So drop that.
- Also "If hired, employee will be in an “at-will position”..." that's legal boilerplate; remove.
- Also "The total compensation package..." we kept for Benefits.
- Also "Pay Transparency ..." we decided to drop because placeholder.
- Also "Work Arrangement: Hybrid or Remote" we keep as Schedule.
- Also "Willingness to travel internationally, approximately 25%." That's part of Qualifications/Requirements.
Now we need to output HTML fragment with headings and - for any list of duties/requirements/benefits, and
for prose.
We need to decide which sections to include: About the role, Responsibilities, Requirements (or Qualifications), Skills maybe not needed if covered, Benefits, Schedule.
We must not create empty sections.
Let's craft:
About the role
... prose summarizing the opportunity description (the first paragraphs). Must preserve all substantive information; do not invent or summarize away detail. So we need to keep the details, not just summarize. But we can keep them as prose paragraphs; we can break into multiple
if needed.
We need to preserve all substantive information: The opportunity description includes many sentences about building learning content in three places, merging teams, catalog complexity, etc. We should keep them verbatim or close. We cannot invent or summarize away detail, but we can rephrase? The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." That suggests we should not omit details, but we can rephrase? Safer to keep the original sentences, maybe split into paragraphs.
We'll copy the relevant text.
Let's extract the opportunity description:
"Hungry, Humble, Honest, with Heart. The Opportunity We build learning content in three places today, for three audiences, with three sets of practices. Nutanix is looking for a Head of Content Development to bring them together into one team, one craft, and one catalog. That catalog is genuinely complex. Technical courses and hands-on labs for customers. Sales and partner programs. The assessments and lab-based validations that show whether someone can actually do the thing. Job aids, reference material, playbooks, and the many useful things that are not courses at all. Different audiences, different formats, different shelf lives, one bar for quality. The hard part is not the merge on paper. It is working out honestly where these audiences are better served together and where they genuinely need specialization. One view of the catalog, one toolchain, and one set of standards will serve all of them. A customer learning a platform, a seller preparing for a conversation, and a partner engineer building a practice do not need the same things, and pretending otherwise produces content that suits nobody. Getting that judgment right is the job. The team is lean and will stay lean, which makes this a role about leverage rather than volume. The way we get more is by building better systems: a catalog people can navigate, a taxonomy that holds, processes that let subject matter experts and the field create and curate without waiting in a queue, and a toolchain that has moved on considerably in the last two years. We are already prototyping agentic authoring so a Nutanix expert can build a course without instructional design training. Where that goes next is substantially yours to decide, and the opportunity is to fundamentally change the pace, quality, and utility of enablement content for a wide range of users."
We'll keep that as prose, maybe split into paragraphs.
Next, About The Team section:
"About The Team You'll join Customer Education and Revenue Enablement and report to the VP, whose remit spans enablement of sales, SE, and renewals, customer education, and partner enablement. You'll lead the consolidated content development function, with leads across the technical, sales and partner, and non-course areas. You are a service to the rest of Enablement and Customer Education and a standard-setter for it, and both halves matter. You work closely with Product Management and Product Marketing to have clear line-of-sight into what solutions and products are relevant to the various audiences. Global role-based enablement, partner enablement, customer education, and the regional teams inform you on what the field needs and what must be assessed. You decide how it gets built, to what standard, and in what order, and you are the one who says when a request should not become a course at all. Three boundaries are worth knowing before you start. Technical certification sits with our Director of Certification, because an externally weighted credential carries requirements a content team should not be casually absorbing. You will work closely together and share a great deal of source material, but the certification is theirs. Credentialing is part of our Nexus community work and sits with that team. And our digital experience, internal tools, and AI platforms sit with another leader. You decide what the content and taxonomy need to be, and you'll work in step with them so it is executed well in the systems we actually run on."
We could put this under About the role or maybe separate. Since we already have About the role, we could incorporate this into About the role as more detail. But we need to avoid duplication. The instruction: "Prefer a few substantive sections over many thin ones." So we could combine About the role and About the team into one About the role section. That's okay.
Now Responsibilities: from "Your Role" bullet points.
Let's extract:
"Your Role Bring three content practices into one. Merge the sales, partner, and customer education development teams into a single function with shared standards, shared tooling, and a shared definition of done. Decide deliberately where consolidation genuinely helps and where an audience needs specialized treatment, and be able to explain the difference rather than defaulting to either. Design and execute on an effective and efficient organization structure and operating model.Own the catalog and the taxonomy behind it. Know what exists, what it costs to maintain, what is current, what is used, and what should be retired. Own the taxonomy, tagging, metadata, and lifecycle model that make the catalog navigable by people and usable by the systems that surface it. This is the least visible work in the role and the work everything else depends on.Own coverage, in lockstep with the people who own need. Work with role-based enablement, delivery, partner enablement, customer education, and the regional leads to make sure the catalog covers what the business actually requires. Bring a point of view on the gaps rather than waiting for the requests, and be willing to say when a request is not the highest and best use of a lean team.Build the assessments. Role-based enablement and customer education define what must be assessed and to what standard. You build the instruments: knowledge checks, scenario assessments, and the hands-on labs that demonstrate capability rather than recall. Own their quality and their currency. Partner with Technical Certification to build an assessment catalog that is valuable and demonstrates job-readiness.Make the field able to create, curate, and share. Build the content management processes, templates, review paths, and governance that let subject matter experts and regional teams contribute without a central bottleneck and without the catalog degrading. Enabling contribution is easy. Enabling contribution while quality holds is the job.Stay ahead on tooling. Authoring, video, labs, simulation, and AI-assisted development are moving quickly. Know what is real, pilot deliberately, adopt what earns its place, and retire what does not. Work with the digital experience and AI function so what you choose fits the platforms we run on. Our agentic authoring work is live and needs an owner with a strong point of view.Get more from a lean team. Prioritize ruthlessly, standardize what repeats, and reserve custom development for the work that genuinely warrants it. Be explicit about what you are not doing, so the answer is visible rather than silent.Lead and develop the team. Bring together people who have worked to different standards, set one bar, and build the leads underneath you into owners of their areas."
We'll turn each sentence into list items maybe. But we need to use
- for any list of duties/requirements/benefits. So we can make a
with each responsibility as - . Ensure we preserve all substantive information; we can keep the sentences as is.
Now Requirements/Qualifications: from "What You Will Bring". Let's extract:
"What You Will
- for any list of duties/requirements/benefits, and
for prose. We need to decide which sections to include: About the role, Responsibilities, Requirements (or Qualifications), Skills maybe not needed if covered, Benefits, Schedule. We must not create empty sections. Let's craft:
About the role
... prose summarizing the opportunity description (the first paragraphs). Must preserve all substantive information; do not invent or summarize away detail. So we need to keep the details, not just summarize. But we can keep them as prose paragraphs; we can break into multiple
if needed. We need to preserve all substantive information: The opportunity description includes many sentences about building learning content in three places, merging teams, catalog complexity, etc. We should keep them verbatim or close. We cannot invent or summarize away detail, but we can rephrase? The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." That suggests we should not omit details, but we can rephrase? Safer to keep the original sentences, maybe split into paragraphs. We'll copy the relevant text. Let's extract the opportunity description: "Hungry, Humble, Honest, with Heart. The Opportunity We build learning content in three places today, for three audiences, with three sets of practices. Nutanix is looking for a Head of Content Development to bring them together into one team, one craft, and one catalog. That catalog is genuinely complex. Technical courses and hands-on labs for customers. Sales and partner programs. The assessments and lab-based validations that show whether someone can actually do the thing. Job aids, reference material, playbooks, and the many useful things that are not courses at all. Different audiences, different formats, different shelf lives, one bar for quality. The hard part is not the merge on paper. It is working out honestly where these audiences are better served together and where they genuinely need specialization. One view of the catalog, one toolchain, and one set of standards will serve all of them. A customer learning a platform, a seller preparing for a conversation, and a partner engineer building a practice do not need the same things, and pretending otherwise produces content that suits nobody. Getting that judgment right is the job. The team is lean and will stay lean, which makes this a role about leverage rather than volume. The way we get more is by building better systems: a catalog people can navigate, a taxonomy that holds, processes that let subject matter experts and the field create and curate without waiting in a queue, and a toolchain that has moved on considerably in the last two years. We are already prototyping agentic authoring so a Nutanix expert can build a course without instructional design training. Where that goes next is substantially yours to decide, and the opportunity is to fundamentally change the pace, quality, and utility of enablement content for a wide range of users." We'll keep that as prose, maybe split into paragraphs. Next, About The Team section: "About The Team You'll join Customer Education and Revenue Enablement and report to the VP, whose remit spans enablement of sales, SE, and renewals, customer education, and partner enablement. You'll lead the consolidated content development function, with leads across the technical, sales and partner, and non-course areas. You are a service to the rest of Enablement and Customer Education and a standard-setter for it, and both halves matter. You work closely with Product Management and Product Marketing to have clear line-of-sight into what solutions and products are relevant to the various audiences. Global role-based enablement, partner enablement, customer education, and the regional teams inform you on what the field needs and what must be assessed. You decide how it gets built, to what standard, and in what order, and you are the one who says when a request should not become a course at all. Three boundaries are worth knowing before you start. Technical certification sits with our Director of Certification, because an externally weighted credential carries requirements a content team should not be casually absorbing. You will work closely together and share a great deal of source material, but the certification is theirs. Credentialing is part of our Nexus community work and sits with that team. And our digital experience, internal tools, and AI platforms sit with another leader. You decide what the content and taxonomy need to be, and you'll work in step with them so it is executed well in the systems we actually run on." We could put this under About the role or maybe separate. Since we already have About the role, we could incorporate this into About the role as more detail. But we need to avoid duplication. The instruction: "Prefer a few substantive sections over many thin ones." So we could combine About the role and About the team into one About the role section. That's okay. Now Responsibilities: from "Your Role" bullet points. Let's extract: "Your Role Bring three content practices into one. Merge the sales, partner, and customer education development teams into a single function with shared standards, shared tooling, and a shared definition of done. Decide deliberately where consolidation genuinely helps and where an audience needs specialized treatment, and be able to explain the difference rather than defaulting to either. Design and execute on an effective and efficient organization structure and operating model.Own the catalog and the taxonomy behind it. Know what exists, what it costs to maintain, what is current, what is used, and what should be retired. Own the taxonomy, tagging, metadata, and lifecycle model that make the catalog navigable by people and usable by the systems that surface it. This is the least visible work in the role and the work everything else depends on.Own coverage, in lockstep with the people who own need. Work with role-based enablement, delivery, partner enablement, customer education, and the regional leads to make sure the catalog covers what the business actually requires. Bring a point of view on the gaps rather than waiting for the requests, and be willing to say when a request is not the highest and best use of a lean team.Build the assessments. Role-based enablement and customer education define what must be assessed and to what standard. You build the instruments: knowledge checks, scenario assessments, and the hands-on labs that demonstrate capability rather than recall. Own their quality and their currency. Partner with Technical Certification to build an assessment catalog that is valuable and demonstrates job-readiness.Make the field able to create, curate, and share. Build the content management processes, templates, review paths, and governance that let subject matter experts and regional teams contribute without a central bottleneck and without the catalog degrading. Enabling contribution is easy. Enabling contribution while quality holds is the job.Stay ahead on tooling. Authoring, video, labs, simulation, and AI-assisted development are moving quickly. Know what is real, pilot deliberately, adopt what earns its place, and retire what does not. Work with the digital experience and AI function so what you choose fits the platforms we run on. Our agentic authoring work is live and needs an owner with a strong point of view.Get more from a lean team. Prioritize ruthlessly, standardize what repeats, and reserve custom development for the work that genuinely warrants it. Be explicit about what you are not doing, so the answer is visible rather than silent.Lead and develop the team. Bring together people who have worked to different standards, set one bar, and build the leads underneath you into owners of their areas." We'll turn each sentence into list items maybe. But we need to use
- for any list of duties/requirements/benefits. So we can make a
- with each responsibility as
- . Ensure we preserve all substantive information; we can keep the sentences as is. Now Requirements/Qualifications: from "What You Will Bring". Let's extract: "What You Will
- for any list of duties/requirements/benefits. So we can make a