Senior Director, Workforce Transformation
for section headings. Use - for any list of duties/requirements/benefits. Use
for prose. Remove boilerplate like application deadline? The instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." The deadline line "Applications for this role will be accepted through November10th, 2026 or until the role is filled. We encourage you to apply early..." is application instruction, so remove. Also remove "Compensation Our compensation packages..."? That's compensation info, keep. But we need to include Pay section only if posting actually states them. It does: Base Pay Range $225,000—$270,000 USD. Also mention equity, bonus. So we can have a Pay section with that info. Benefits: The Engine Edge includes benefits list but not detailed; we can include Benefits section with bullet points from that paragraph: "Competitive base pay tied to role and experience, with equity for all employees. Some roles are also eligible for bonuses or commissions." Also "Environments for Success: Different roles have different needs... hybrid-hub model." Also "Perks and benefits may vary based on employment type, location, and more." That's vague; maybe we can include as bullet but not filler. We need to avoid filler like "varies". The 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. The Benefits section includes some specifics: competitive base pay, equity, bonuses/commissions, hybrid-hub model. That's substantive enough. We'll include Benefits section with those bullet points.
Schedule: Not mentioned, so omit.
We need sections: About the role? The posting includes "About Engine" (company overview) maybe as About the role? Actually "About Engine" is company description. Could be considered "About the role"? But we have "THE OPPORTUNITY" describing role. We'll create sections: About the Company (maybe not required but we can include as About the role? The instruction: use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should map content to those headings where appropriate. We have:
- About the role: could be the "THE OPPORTUNITY" paragraph describing the role's purpose. We'll use
About the role
and put that prose.
- Responsibilities: "WHAT YOU'LL OWN" includes bullet-like paragraphs; we can turn each bullet into - . The sections under WHAT YOU'LL OWN: Productivity & Efficiency Insights, Job Architecture & Workforce Planning, Skills of the Future, Governance & Responsible Use. Each has description. We'll make each a
- with maybe internal
? But instruction: Use
- for any list of duties/requirements/benefits. So we can make a
with each responsibility as - containing the description (maybe
inside). That's okay.
- Requirements / Qualifications / Skills: "WHAT YOU BRING" includes bullet-like traits. We'll treat as Requirements or Skills. Could combine into Requirements section. We'll make
Requirements
with - each item.
- Benefits: from The Engine Edge.
- Pay: Base Pay Range etc.
We must not repeat job title as heading. No mention of Job ID.
We must preserve all substantive information; do not invent or summarize away detail. So we need to keep all details from the text.
Let's extract content.
About Engine paragraph: "Engine is the AI-native platform for intelligent travel. For a decade, Engine has built the proprietary technology and supply behind modern business travel, serving over 38,000 customers and nearly 2 million travelers, along with leading travel and AI companies that build on Engine's infrastructure. One system powers business travel, group travel, human agents, and AI agents. That work has earned recognition as one of Fast Company's Best Workplaces for Innovators (2025), TravelTech's Reservation Platform of the Year (2026), and one of Built In's Best Places to Work (2020–2026). We're looking for bold, ambitious people to help redefine how businesses manage and experience travel. Working here, you can expect exponential growth, an ambitious pace, full ownership, and high-caliber colleagues who push you to do the best work of your career. Every hire raises the bar. Come outpace the ordinary and build the future of travel with us."
That's company overview; could be placed under About the role? Might be better as About the role? But the instruction says use headings like About the role, Responsibilities, etc. So we can put that under About the role.
THE OPPORTUNITY paragraph: "Engine has spent the last two years building an AI-native operating model, and the results are showing up across the business — customer service resolving autonomously at scale, engineering shipping dramatically more per person, revenue per employee climbing quarter after quarter. The technical foundation is real. The productivity gains are real. Now the People team is taking the next step: leading how the workforce itself evolves as a result. This role owns Workforce Transformation; surfacing the productivity story across the enterprise so we can measure impact consistently, redesign roles ahead of the shift, and build the skills our workforce needs next. The traditional playbooks for workforce planning, hiring, and development assume a workforce that grows linearly with the business. Engine's doesn't — and won't. As AI absorbs more work in every function, the questions get harder: What roles do we need? What skills matter now? Where should we invest, and where should we automate? This role answers those questions ahead of the curve, not behind it. You'll report to the CPO and partner with the leaders of AI Platform and Applied AI to bring this to life."
That's more detail about role; we could incorporate into About the role or maybe separate. But we already used About the role for company overview; we could combine both into About the role section. That's okay.
WHAT YOU'LL OWN: four bullet areas.
Let's capture each:
1. Productivity & Efficiency Insights
- Own how Engine measures AI's impact on the workforce — the productivity gains, efficiency shifts, and capacity reallocation happening across every function.
- Surface the enterprise productivity story every quarter — where work is being streamlined, where AI is driving compounding gains, where roles are shifting. This is the narrative the board, the ELT, and the workforce see.
- Build the data infrastructure that makes Workforce Transformation a predictive function — anticipating where productivity gains show up next, not just reporting where they landed last quarter.
2. Job Architecture & Workforce Planning
- Redesign roles and career pathways as AI absorbs tasks — moving from historical benchmarks to a forward-looking job architecture that reflects how work is actually changing.
- Own workforce planning as a strategic function — where Engine hires, where we automate, where we upskill, and how we sequence the shifts.
- Partner 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.
3. Skills of the Future
- Define the skills Engine's workforce needs next — technical, judgment-based, and AI-fluent — and build the enablement, training, and manager development to build them.
- 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.
4. Governance & Responsible Use
- Set enterprise policy for how AI is deployed in people and business decisions — privacy, fairness, explainability, 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.
WHAT YOU BRING: list of traits.
Let's capture each:
- 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.
- 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.
- 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.
- 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.
- Consultative posture — A partner and challenger to functional leaders, not the decision-maker on their work. Authority lives in the insights, not the fiat.
- Responsible-AI judgment — Knows AI's limits and builds privacy, fairness, and human oversight into people decisions from the start.
Compensation: "Our 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. Base Pay Range $225,000—$270,000 USD"
The Engine Edge: Perks & Compensation:
"We 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.
Perks and benefits may vary based on employment type, location, and more"
We need to extract substantive benefits: Competitive base pay tied to role and experience, equity for all employees, Some roles eligible for bonuses or commissions, hybrid-hub model (environments for success). Also mention to check full list at engine.com/culture (maybe a link but we can't include link? We can include as text). Avoid filler like "may vary". We'll include bullet points for those specifics.
Now construct HTML.
We'll have:
About the role
Engine is the AI-native platform for intelligent travel....
Engine has spent the last two years building an AI-native operating model....
Then Responsibilities
Productivity & Efficiency Insights: Own how Engine measures AI's impact on the workforce — the productivity gains, efficiency shifts, and capacity reallocation happening across every function. Surface the enterprise productivity story every quarter — where work is being streamlined, where AI is driving compounding gains, where roles are shifting. This is the narrative the board, the ELT, and the workforce see. Build the data infrastructure that makes Workforce Transformation a predictive function — anticipating where productivity gains show up next, not just reporting where they landed last quarter.
for prose. Remove boilerplate like application deadline? The instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." The deadline line "Applications for this role will be accepted through November10th, 2026 or until the role is filled. We encourage you to apply early..." is application instruction, so remove. Also remove "Compensation Our compensation packages..."? That's compensation info, keep. But we need to include Pay section only if posting actually states them. It does: Base Pay Range $225,000—$270,000 USD. Also mention equity, bonus. So we can have a Pay section with that info. Benefits: The Engine Edge includes benefits list but not detailed; we can include Benefits section with bullet points from that paragraph: "Competitive base pay tied to role and experience, with equity for all employees. Some roles are also eligible for bonuses or commissions." Also "Environments for Success: Different roles have different needs... hybrid-hub model." Also "Perks and benefits may vary based on employment type, location, and more." That's vague; maybe we can include as bullet but not filler. We need to avoid filler like "varies". The 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. The Benefits section includes some specifics: competitive base pay, equity, bonuses/commissions, hybrid-hub model. That's substantive enough. We'll include Benefits section with those bullet points. Schedule: Not mentioned, so omit. We need sections: About the role? The posting includes "About Engine" (company overview) maybe as About the role? Actually "About Engine" is company description. Could be considered "About the role"? But we have "THE OPPORTUNITY" describing role. We'll create sections: About the Company (maybe not required but we can include as About the role? The instruction: use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should map content to those headings where appropriate. We have: - About the role: could be the "THE OPPORTUNITY" paragraph describing the role's purpose. We'll use
About the role
and put that prose. - Responsibilities: "WHAT YOU'LL OWN" includes bullet-like paragraphs; we can turn each bullet into- . The sections under WHAT YOU'LL OWN: Productivity & Efficiency Insights, Job Architecture & Workforce Planning, Skills of the Future, Governance & Responsible Use. Each has description. We'll make each a
- with maybe internal
? But instruction: Use
- for any list of duties/requirements/benefits. So we can make a
- with each responsibility as
- containing the description (maybe
inside). That's okay. - Requirements / Qualifications / Skills: "WHAT YOU BRING" includes bullet-like traits. We'll treat as Requirements or Skills. Could combine into Requirements section. We'll make
Requirements
with- each item.
- Benefits: from The Engine Edge.
- Pay: Base Pay Range etc.
We must not repeat job title as heading. No mention of Job ID.
We must preserve all substantive information; do not invent or summarize away detail. So we need to keep all details from the text.
Let's extract content.
About Engine paragraph: "Engine is the AI-native platform for intelligent travel. For a decade, Engine has built the proprietary technology and supply behind modern business travel, serving over 38,000 customers and nearly 2 million travelers, along with leading travel and AI companies that build on Engine's infrastructure. One system powers business travel, group travel, human agents, and AI agents. That work has earned recognition as one of Fast Company's Best Workplaces for Innovators (2025), TravelTech's Reservation Platform of the Year (2026), and one of Built In's Best Places to Work (2020–2026). We're looking for bold, ambitious people to help redefine how businesses manage and experience travel. Working here, you can expect exponential growth, an ambitious pace, full ownership, and high-caliber colleagues who push you to do the best work of your career. Every hire raises the bar. Come outpace the ordinary and build the future of travel with us."
That's company overview; could be placed under About the role? Might be better as About the role? But the instruction says use headings like About the role, Responsibilities, etc. So we can put that under About the role.
THE OPPORTUNITY paragraph: "Engine has spent the last two years building an AI-native operating model, and the results are showing up across the business — customer service resolving autonomously at scale, engineering shipping dramatically more per person, revenue per employee climbing quarter after quarter. The technical foundation is real. The productivity gains are real. Now the People team is taking the next step: leading how the workforce itself evolves as a result. This role owns Workforce Transformation; surfacing the productivity story across the enterprise so we can measure impact consistently, redesign roles ahead of the shift, and build the skills our workforce needs next. The traditional playbooks for workforce planning, hiring, and development assume a workforce that grows linearly with the business. Engine's doesn't — and won't. As AI absorbs more work in every function, the questions get harder: What roles do we need? What skills matter now? Where should we invest, and where should we automate? This role answers those questions ahead of the curve, not behind it. You'll report to the CPO and partner with the leaders of AI Platform and Applied AI to bring this to life."
That's more detail about role; we could incorporate into About the role or maybe separate. But we already used About the role for company overview; we could combine both into About the role section. That's okay.
WHAT YOU'LL OWN: four bullet areas.
Let's capture each:
1. Productivity & Efficiency Insights
- Own how Engine measures AI's impact on the workforce — the productivity gains, efficiency shifts, and capacity reallocation happening across every function.
- Surface the enterprise productivity story every quarter — where work is being streamlined, where AI is driving compounding gains, where roles are shifting. This is the narrative the board, the ELT, and the workforce see.
- Build the data infrastructure that makes Workforce Transformation a predictive function — anticipating where productivity gains show up next, not just reporting where they landed last quarter.
2. Job Architecture & Workforce Planning
- Redesign roles and career pathways as AI absorbs tasks — moving from historical benchmarks to a forward-looking job architecture that reflects how work is actually changing.
- Own workforce planning as a strategic function — where Engine hires, where we automate, where we upskill, and how we sequence the shifts.
- Partner 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.
3. Skills of the Future
- Define the skills Engine's workforce needs next — technical, judgment-based, and AI-fluent — and build the enablement, training, and manager development to build them.
- 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.
4. Governance & Responsible Use
- Set enterprise policy for how AI is deployed in people and business decisions — privacy, fairness, explainability, 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.
WHAT YOU BRING: list of traits.
Let's capture each:
- 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.
- 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.
- 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.
- 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.
- Consultative posture — A partner and challenger to functional leaders, not the decision-maker on their work. Authority lives in the insights, not the fiat.
- Responsible-AI judgment — Knows AI's limits and builds privacy, fairness, and human oversight into people decisions from the start.
Compensation: "Our 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. Base Pay Range $225,000—$270,000 USD"
The Engine Edge: Perks & Compensation:
"We 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.
Perks and benefits may vary based on employment type, location, and more"
We need to extract substantive benefits: Competitive base pay tied to role and experience, equity for all employees, Some roles eligible for bonuses or commissions, hybrid-hub model (environments for success). Also mention to check full list at engine.com/culture (maybe a link but we can't include link? We can include as text). Avoid filler like "may vary". We'll include bullet points for those specifics.
Now construct HTML.
We'll have:
About the role
Engine is the AI-native platform for intelligent travel....
Engine has spent the last two years building an AI-native operating model....
ThenResponsibilities
Productivity & Efficiency Insights: Own how Engine measures AI's impact on the workforce — the productivity gains, efficiency shifts, and capacity reallocation happening across every function. Surface the enterprise productivity story every quarter — where work is being streamlined, where AI is driving compounding gains, where roles are shifting. This is the narrative the board, the ELT, and the workforce see. Build the data infrastructure that makes Workforce Transformation a predictive function — anticipating where productivity gains show up next, not just reporting where they landed last quarter.
... etc.
But we could also split each
- each item.
- Benefits: from The Engine Edge.
- Pay: Base Pay Range etc.
We must not repeat job title as heading. No mention of Job ID.
We must preserve all substantive information; do not invent or summarize away detail. So we need to keep all details from the text.
Let's extract content.
About Engine paragraph: "Engine is the AI-native platform for intelligent travel. For a decade, Engine has built the proprietary technology and supply behind modern business travel, serving over 38,000 customers and nearly 2 million travelers, along with leading travel and AI companies that build on Engine's infrastructure. One system powers business travel, group travel, human agents, and AI agents. That work has earned recognition as one of Fast Company's Best Workplaces for Innovators (2025), TravelTech's Reservation Platform of the Year (2026), and one of Built In's Best Places to Work (2020–2026). We're looking for bold, ambitious people to help redefine how businesses manage and experience travel. Working here, you can expect exponential growth, an ambitious pace, full ownership, and high-caliber colleagues who push you to do the best work of your career. Every hire raises the bar. Come outpace the ordinary and build the future of travel with us."
That's company overview; could be placed under About the role? Might be better as About the role? But the instruction says use headings like About the role, Responsibilities, etc. So we can put that under About the role.
THE OPPORTUNITY paragraph: "Engine has spent the last two years building an AI-native operating model, and the results are showing up across the business — customer service resolving autonomously at scale, engineering shipping dramatically more per person, revenue per employee climbing quarter after quarter. The technical foundation is real. The productivity gains are real. Now the People team is taking the next step: leading how the workforce itself evolves as a result. This role owns Workforce Transformation; surfacing the productivity story across the enterprise so we can measure impact consistently, redesign roles ahead of the shift, and build the skills our workforce needs next. The traditional playbooks for workforce planning, hiring, and development assume a workforce that grows linearly with the business. Engine's doesn't — and won't. As AI absorbs more work in every function, the questions get harder: What roles do we need? What skills matter now? Where should we invest, and where should we automate? This role answers those questions ahead of the curve, not behind it. You'll report to the CPO and partner with the leaders of AI Platform and Applied AI to bring this to life."
That's more detail about role; we could incorporate into About the role or maybe separate. But we already used About the role for company overview; we could combine both into About the role section. That's okay.
WHAT YOU'LL OWN: four bullet areas.
Let's capture each:
1. Productivity & Efficiency Insights
- Own how Engine measures AI's impact on the workforce — the productivity gains, efficiency shifts, and capacity reallocation happening across every function.
- Surface the enterprise productivity story every quarter — where work is being streamlined, where AI is driving compounding gains, where roles are shifting. This is the narrative the board, the ELT, and the workforce see.
- Build the data infrastructure that makes Workforce Transformation a predictive function — anticipating where productivity gains show up next, not just reporting where they landed last quarter.
2. Job Architecture & Workforce Planning
- Redesign roles and career pathways as AI absorbs tasks — moving from historical benchmarks to a forward-looking job architecture that reflects how work is actually changing.
- Own workforce planning as a strategic function — where Engine hires, where we automate, where we upskill, and how we sequence the shifts.
- Partner 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.
3. Skills of the Future
- Define the skills Engine's workforce needs next — technical, judgment-based, and AI-fluent — and build the enablement, training, and manager development to build them.
- 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.
4. Governance & Responsible Use
- Set enterprise policy for how AI is deployed in people and business decisions — privacy, fairness, explainability, 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.
WHAT YOU BRING: list of traits.
Let's capture each:
- 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.
- 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.
- 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.
- 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.
- Consultative posture — A partner and challenger to functional leaders, not the decision-maker on their work. Authority lives in the insights, not the fiat.
- Responsible-AI judgment — Knows AI's limits and builds privacy, fairness, and human oversight into people decisions from the start.
Compensation: "Our 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. Base Pay Range $225,000—$270,000 USD"
The Engine Edge: Perks & Compensation:
"We 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.
Perks and benefits may vary based on employment type, location, and more"
We need to extract substantive benefits: Competitive base pay tied to role and experience, equity for all employees, Some roles eligible for bonuses or commissions, hybrid-hub model (environments for success). Also mention to check full list at engine.com/culture (maybe a link but we can't include link? We can include as text). Avoid filler like "may vary". We'll include bullet points for those specifics.
Now construct HTML.
We'll have:
- containing the description (maybe
- for any list of duties/requirements/benefits. So we can make a