Director, Total Rewards

Responsibilities

• Rewards for the AI-Native Workforce
• 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.
• Evolve toward skills-based rewards and job architecture - keeping pace with how work and value are shifting, not just historical benchmarks.
• 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.
• Compensation
• Use rewards to incentivize high performance - differentiated, pay-for-impact compensation that attracts and retains top performers and reinforces a high-caliber team.
• 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.
• Design for geographic scale - build comp philosophy and infrastructure that supports multi-market hiring, geo-differentiation strategy, and international expansion as Engine grows.
• 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.

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