Senior Director, Workforce Transformation

Senior Director, Workforce Transformation

THE OPPORTUNITY

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? What's the right mix of employees, BPO, and AI agents to deliver the work? 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.

WHAT YOU'LL OWN

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.

Workforce Mix & Capacity Modeling

• Build the enterprise capacity model that measures work in a common unit across FTEs, BPO/contractors, and AI agents, normalizing AI agent output, autonomy, and quality against FTE capacity so Engine can move from managing headcount to managing capacity.
• Own the workforce mix framework and strategic workforce planning: for any body of work, recommend the most effective delivery model: FTE, BPO, contractor, or AI agent, based on productivity, quality, and cost, and sequence where Engine hires, automates, upskills, or redeploys.
• Partner with Client Ops, Applied AI, Finance, and functional leaders to embed capacity and mix decisions into annual and quarterly planning, making workforce mix a first-class input to how Engine allocates capital, not just headcount.

Skills of the Future

• 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.

WHAT YOU BRING

• 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.
• 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.
• 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.

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.