Director, Rewards

About Engine

Engine is the all-in-one travel and spend management platform trusted by 38K+ businesses and groups representing 1.8M+ travelers. We're the retailer and the rails of business travel, one of the fastest-growing companies in travel tech, built on a decade of proprietary technology, supply, and pricing no one else can replicate. Other travel and AI companies run on our infrastructure to book real trips, hold rates, and move payments, without building any of it themselves.

We built it, AI-forward at every layer, from how travelers book to how the rails run.

That work has earned recognition as one of Fast Company's Best Workplaces for Innovators (2025), Travel Tech'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.

Engine is scaling fast and raising its talent bar. We need a Total Rewards leader who treats rewards as a strategic lever for talent density
: attracting, motivating, and retaining the top talent that compounds Engine's advantage. This person takes our compensation, benefits, and equity to the next level and keeps us ahead of the market as we grow.

Critically, this is a forward-looking role. AI is reshaping workforce composition - which roles we need, the skills that matter, and how supply, demand, and pricing for talent are shifting. Our Total Rewards leader anticipates those changes and evolves our comp philosophy, architecture, and programs ahead of the curve
.

You will report to the CPO, partner deeply with the ELT, and act as the trusted advisor on the most consequential comp and equity decisions Engine makes over the next three years.

• 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.

• 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.

• Keep benefits modern and culturally aligned - a differentiated, competitive offering that scales with the company and signals we invest in our people.
• Make equity legible and valued - build the education, tools, and communications infrastructure that helps every employee understand what their equity is worth, when to make decisions about it, and how it compounds as Engine grows.

• Build the data, modeling, and market intelligence to make Total Rewards a predictive and forward-looking function.
• Ensure programs are competitive, compliant across states, and scalable - and remove single-points-of-failure.
• Modernize the comp tech stack - evaluate, implement, and optimize the platforms that turn Total Rewards from a spreadsheet-heavy function into a real-time, decision-support capability for leaders.
• Enable managers as compensation partners - build the training, tools, and talking points that let every manager have a confident, honest conversation about pay, equity, and total rewards with their team.

• 10+ years of Total Rewards experience with a track record of building strategy in fast-paced, high-growth companies - not just…