Senior Director, Enablement and Education Content Development

We need to output HTML fragment with sections: headings

for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must include only sections that have real specific content. We need to extract from posting. Let's parse the posting. First paragraph: "Hungry, Humble, Honest, with Heart. The Opportunity ..." This is description. Could be "About the role" or "Overview". The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can have "About the role" heading. Then "About The Team" heading: we can treat as "About the team"? But allowed headings list includes "About the role". Not "About the team". However we could still use "About the role" for overview and maybe "Team" as part of responsibilities? But we need to preserve all substantive info. Could create sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to decide which sections have content. Let's extract content: - Overview: The Opportunity paragraph describing role purpose. - About The Team: details about team, reporting, etc. - Your Role: bullet list of responsibilities (multiple paragraphs). This is responsibilities. - What You Will Bring: qualifications/requirements. - Work Arrangement: Hybrid or Remote (schedule? location). Could be Schedule? Actually schedule is about work hours; but we have location arrangement. Could treat as "Work Arrangement" but not in allowed list. Could put under "Schedule"? Not exactly. The instruction: include a section ONLY when posting has real, specific content for it — never emit a heading followed by filler/placeholder text. So we can include "Schedule" if there is info about schedule (like travel 25%). There's mention: "Willingness to travel internationally, approximately 25%." That's travel, not schedule. Also "Work Arrangement: Hybrid or Remote". That's location arrangement. Could be considered "Schedule"? Might be better to create a "Work Arrangement" section but not allowed headings list. However the instruction says use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It gives examples but not exclusive? It says "use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." Likely they expect only those headings. So we should map content to those headings. Thus we need to decide which of those headings have content. - About the role: we have overview and about the team maybe. - Responsibilities: from "Your Role" bullet points. - Requirements: from "What You Will Bring" maybe includes experience, etc. - Qualifications: maybe similar to Requirements; but we could split: Requirements = mandatory experience; Qualifications = preferred? The posting doesn't separate; it's a list of what you will bring. Could treat as Requirements. - Skills: maybe we can extract specific skills like catalog and taxonomy discipline, assessment design, AI-assisted authoring, contribution governance, ability to say no, etc. Could be a Skills section. - Benefits: The posting mentions "Pay Transparency" with pay range placeholder (empty). It says "Pay range for this position at commencement of employment is expected to be between USD $ and USD $ per annual." That's placeholder; no actual numbers. So we should NOT create Pay section because it's filler (no numbers). Benefits: mentions "total compensation package 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 specific benefits info. So we can include Benefits section with that description. - Pay: we have no actual numbers, so we should not include Pay section. - Schedule: we have travel 25% and hybrid/remote arrangement. Could be considered schedule? Might be okay to include Schedule section with travel expectation and work arrangement. The instruction: never emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD"). Travel 25% is specific. Hybrid/remote is specific. So we can include Schedule. Thus sections: About the role, Responsibilities, Requirements (or Qualifications), Skills, Benefits, Schedule. We need to avoid repeating job title as heading. Not needed. We must not include boilerplate like EEO, legal, application instructions, cookie/navigation, etc. The posting includes at end: "Our application deadline is 40 days from the date of posting. In good faith, the posting may be removed prior to this date if the position is filled or extended in good faith." That's boilerplate; we should drop. Also "If hired, employee will be in an “at-will position”..." that's legal; drop. Also "Details of participation in these benefit plans will be provided if an employee receives an offer of employment." That's part of benefits but maybe generic; we can keep benefits description but drop that sentence if it's generic. However we can keep the benefits description before that. Now craft HTML. We'll have:

About the role

... (overview + about the team combined?)

Maybe better to split: About the role overview paragraph, then another

for About the team? But we can combine. Let's extract overview text: "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." Then About The Team: "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 can combine these into About the role section. Now Responsibilities: from "Your Role" bullet points (multiple paragraphs). Let's extract each responsibility paragraph: - 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 can put these in a

• list. Now Requirements/Qualifications/Skills: from "What You Will Bring". Let's extract: - 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, and the people leadership that goes with a change nobody asked for. You will be combining three groups with different standards, different stakeholders, and different views on who was doing it right. - Catalog and taxonomy discipline. Tagging, metadata, versioning, currency, and retirement, run as an operating practice rather than an annual cleanup. This is the capability